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TOPIC
Question 1. Why say Human Resource Management is both difficult and complex?
According to you, what is the change of human resources management in the current period ?
As an administrator, what do you do to manage your employees an effective way.
Question 2. In your opinion what is a good human resource management ? Give an example
about a good manager who you know to analyze and illustrate.
Question 3. Case study in Phong Phu Textile Company .......
1. What does Phong Phu Textile Company should do to attract more candidates ?
2. What something wrong that Phong Phu Textile Company had in the whole process
of candidate recruitment ?
3. What the reason that Hai did not fulfill his duties?
4. What does Phong Phu textile company need to do in order to improve the
effectiveness of recruitment?

TASK
Question 1A: Why say Human Resources Management is both difficult
and complex?
Indeed, human resource management always is a difficult and complex job. Because of the
following reasons:
• Human resource management acctually is management for people. Each person has
own personality and own think, therefore the behaviors are. And there are have thousands
of people in a business (or organization), they are staff, middle management to leadership.
Although they work together in an organization, but they have different the goals and
aspirations. So how do these wishes, their thoughts can interoperate with each other and
make them fully develop the potential, work efficiency and reduce waste of resources,


common aim is to business development is a core mission. This is enormously difficult
mission of HRM.
• Human resource management is both of a science and art
-

As the science of human resource management is show as: executives of administrator
should be based on scientific reasoning and management principles to solve problems,
not based on subjective personal thoughts. For example, a new employee to work but
has shown depressed and want to leave the job. This will affect the brand and
reputation of the company. At the same time, it also caused other employees to ask
questions: "What is happening?". In this case, HR managers need to address the
problem immediately. HR Director to find out what makes employees want to go. Due
to frustration with the fact, he feels himself not fit for the job, personal pride or
internal conflicts ... After identifying the true causes, HR managers need to analyze
plausible that there is no remedy that? How to resolve? Normally, the employee will
leave or stay involved Maslow pyramid of needs: survival, safety, sharing, show status
and realization of the ideal. If HR managers know what level of employees’ problems,
he will find the appropriate solution.

-

As the art of HR is show as: as said above, HR management is a science but not
always apply the principles, processes rigidly as objects manage the particular object the object of a rational biological and social relationships arise constantly. The more
society develops, the relationship between them as rich, diverse and complex both in
breadth and depth, both tangible and intangible. So if overused principles would be a
serious mistake. Art of management is in the low staffing, operations management
wants to bring efficiency in addition to execute it in a scientific way, it is necessary to
use a flexible, creative suit circumstances and specific situations.

• Human resources director is a psychologist, a good listener and communicate
effectively, and is a strategy well.
-

HR Director is a psychiatrist: because of the particular agent is connected to all

departments in the company. Therefore, HR managers must be knowledgeable
psychology to understand each person in the organization. For example, a guy head


high-paying, work is not much pressure, relationships with people quite well ... but
insisted resigned. If knowledgeable, HR managers will realize that he is bored because
the work. He wanted to realize the ideal itself. However, where he works can not meet
demand. So if giving him new challenges, the company will retain a good employee.
-

HR Director must be a good listener and understand the opinion of the department.
Upon learning of their aspirations they need to clearly communicate goals, mission,
strategies ... leadership of the company to them. Sometimes, there are regulations
promulgated from the top down. Staff felt forced. However, if HR managers know
how, all these difficulties would be cleared. For example, the regulation of hours of
work in the enterprise. Some people feel uncomfortable when notice would penalize
those who are late. HR Director should explain to them: The regulations that impact
how the business of the company. Why do they have to comply with ... When
understood and smoothly, the staff will be happy to make regulations.

-

An ideal HR managers who have the ability to give the board of directors of the
development strategy. For example, when the company co-operate with the main
partners, the HR director is person who making personnel plans for the project. HR
managers must to predict the trend of manpower resource development and have a
planning to response.

Question 1B: According to you, what is the change of human resources
management in the current period ?

• Business environment changing: in this stage, the business environment changes rapidly
around in the world, as indicated by changes in both the external environment and internal
environment. The external environment including the macro environment as natural
conditions, economic, technological, sociocultural, political, population, and the microenvironment such as suppliers, customers, competitors competition, substitute products,
the labor market. And internal environment includes factors such as mission and business
objectives, corporate culture, human resources, finance, products, distribution channels,
technology of the coal enterprise. Managers need to identify the factors that affect the


business environment of their business most of the stages and circumstances for priority
elements before processing, and also needs consider whether their business is limited or
obsolete elements to build a plan to improve and develop elements that aim for sustainable
development of business in the present time and the future .
• Work environment changing: the rapid development of the internet, globalization trends
and the use of human resources, the global environment today and in the next decade are
significant changes. These trends change the work environment today and in the next 10
years include:
-

Enhanced technology application: the development of this technology is estimated to
be 5 times faster than 10 years ago. Technological change has had a positive impact
negatively on the environment in the enterprise. Information travels faster, better
applications, more job cuts have gradually created a big gap between talent and
ordinary employees. Problem solved redundant personnel during the war for talent and
the future is the most intense activity and the most challenging for the staff.

-

The work environment more flexible, more multicultural: the working environment in
the future will become more flexible. The younger generation tend to put out more and

more demanding requirements for business owners, including requirements applicable
mode flexible work hours so that they can balance work and life . In addition, the trend
will gradually appear "global citizen" and "global labor", where the labor market is
cross-border. Besides, globalization also affects the corporate culture and work
culture. Imagine the future, one company is the boss of Vietnam Vietnam, the head of
Malaysia, the employee Sing, an American manager is no longer a far-fetched story.
Multicultural environment within the company as well as challenges for HR managers,
who have talented harmony between cultures to create maximum value for the
company.

-

The organizational structure of the business more lean and smarter: businesses will
increasingly tightened and streamlined costs of labor. This is inevitable. There will be
no excessive costs for training and development, will no longer surplus personnel
weaknesses but instead is the quality management system optimization. The company


will be harmony of different management technologies (through globalization) and
create the most exquisite models and most economical. The employees of the company
will also have to work more versatile, cross-functional groups will be established to
regularly deploy the project to the company without incurring any additional cost to
the company.
• The combination of business strategy and human resources strategy. We need to
consider human resources as the core competency of the company, the factors that make a
difference and bring competitive advantage for the company. The human resource
activities should have combined forces to create the possibility of achieving the goals of
the company.
Relations with the human resource business strategy of the company represented by the
following:

For example, the relationship of human resource planning with cost reduction strategy and
innovation strategy is shown in the following table:
Business Strategy

Cost reduction strategy

Business featured

HR Policy

o This strategy focus on
lower price making

• Recruitment: minimize
recruitment, overtime,
outsourcing or hiring
temporary labor

o Checking in focus way
o Decrease maximum


cost

• Division of work:
towards specialization
• Outcomes Evaluation:
assessment by short
periods

• Payroll Management:
consider external
relations (compare
with outside
companies)
• Training: minimize
training, only shortterm skills training (if
have)
• Recruiting employees:
employees are youth
and highly qualified
multi-purpose.

Innovation strategy

o The goal of business is
to create exceptional
products.

• Check out:
opportunities for staff
and accept mistakes.

o Enterprise encourage
maximum creativity in
work

• Training of human
resources: versatile,
increased testing

activities
• Rewarding timely
base on work
performance.

• The transition from manager to executive director (CEO): as mentioned in the
previous section, human resources management nowadays is a combination of science and


art, the science here means management principle, and Art of management is meant to be
leadership. Managers today have to execute the business management and also is the
leader to call for response and soli darity of all people in the enterprise, there is such a new
business can be next competition and the development of intellectual economy today.
The difference between a manager and CEO profile as described below:
Manager

CEO

o Often surrender for circumstances

• Overmaster for circumstances

o Watch over

• Innovation

o As a photocopy

• As an original

o Focus on systems and structures

• Focus on human resources

o Check, monitor and resolve issues
o Short-term vision

• Encouragement, communication by
trust

o Respond to the complexity

• Long-term vision

o Look at the last line

• Responding for change

o Accept status

• Looking to the horizon
• Always challenging problems

• The property of competition changes: due to changes in the business environment, work
environment, markets, customers, technology, globalization ... leads to a change in the
nature of competition between firms.
The nature of competition has changed the trends described in the table below:
Old competition

New competition

o The boundaries between companies are
clear (specific business)

• The boundaries between companies
are relative

o Diversity business field

• Sales are distinctive


o Enterprise can establish a plan for the
future

• Businesses can imagine about
future’s trends

o Business is a battlefield, rivals mut be
eliminated

• Competition with the best customer
service

o Reach for the largest market share is the
only way to win

• Competition by winning more
opportunities than for market share

• The staff assessment changes
-

The capacity of each employee only fit a certain field: no one is incompetent and
nobody has absolute power, develop the staffs only can capacity develop when their
task were arranged appropriately.

-

Capacity with many different levels: gifted, talented, genius

-

When assessing capacity should not rely solely on the end result which is based on the
complexity of the job, the independence of the work done and the work conditions.

• Motivating change: to develop the capacity of staff and retain the best staff we need to
apply many ways to motivate and encourage, such as salary increases, bonuses, training
and more delivered right term ... based on the theory of Maslow's hierarchy of needs theory
and Herzberg's two factor. Especially for those who are good at encouraging factor is very
important, it has the effect of creating excitement and satisfaction of their employees work
for the company.
• The organization culture change: corporate culture is more and more important focus,
distinctive and more creative and go deeper. Before people think that corporate culture is
pure fun together, same uniform, hau n greet, but today's corporate culture is reflected in
the confidence factor, and recognize emotions knowledge, creativity and enthusiasm of
each individual business.

Question 1C: As an administrator, what do you do to manage your
employees an effective way.

• If want to administer effectively, you must yourself administrators effectively at first.
You must be a good ethical governance, have authority and dare to responsible if you are
wrong, always as the pioneer in building activities of corporate culture, friendly
communication the staff, always a good mirror for employees to follow.
• Select a management method according to the needs of employees, this approach is
known as "situational leadership"
-

The effectiveness of the management is determined not by the management style that
preferred by manager, it should by style of management to fit the needs of employees.

-

Depends on the ability and confidence of the staff when performing a specific task, we
can choose one of variety management styles to apply. If the employee's ability is low,
use a style more instructive. If the employee has reached a certain level of work, use
the type of management style advice. If employees have adequate skills but lack
confidence, use style support, and finally, if the employee is capable and confident,
use the style hierarchy, authorization .

• Work orientation for staff: an excellent manager need to ensure that each of employees
aware of the assigned work. Staff will understand their role, work productivity and achieve
the highest efficiency if have the support and guidance from their boss. This is also an
important factor to improve the relationship between employees and managers.
• Providing the tools to do the job: employees must have all the tools and material to
perform their individual job. They include tools, appropriate work space, the support of the
management, accessibility and skills required, training courses. In addition, the guidance is
indispensable, especially in the early days of the employee's work. It helps employees

adapt to new roles, along with colleagues and working environment with ease.
• Build the organization culture, working environment: the manager should introduce
company culture to employees. Factors such as professional ethics, rituals, cooperation
behavior and warning that employees want to know because it impact to their daily
activities directly. In addition, the employer should ensure everyone is working toward
common goals, giving them confidence and communicate openly.


• Reward timely and fair discipline: in HR management, reward and discipline are the
daily work. When an employee works fine, if he is rewarded timely that motivate himself
and he will continue to cheer and play capability. Conversely, it needs a fair discipline
depending on the each situation when he got mistake to ensure that every member of
enhanced sense of responsibility. Special attention should be praised when accompanied
by a sincere thank or reward attached to it as well, the rewards can be cash, stocks,
vacation, promotion ... And when critics should briefly review the accuracy and detail,
denouncing the attack rather than offend people or individuals, employees do not compare
this with other employees, should be positive criticism and the amount of criticism.
• Understanding the aspirations and circumstances of each employee: every employee
always have goals and aspirations and can separate different work-related, the next
addition to the company, they there are concerns about family, society weighed heavily on
his shoulders. If the leader does not mind and psychology, do not take the time to
understand the heart and mind of the staff then employer can not help staff focus and
wholehearted dedication to the work and performance for the company.
• Training strategy for poor staff, and talents fostering. Our economy is now moving her
into an intellectual economy, where the human factor is the key factor determining the
existence and development of a business. The era of information technology makes things
change dramatically, the competition is fierce between a business (battling for talent, skills
and competencies of employees), so if the CEOs do not have the strategy right from the
start to train and upgrade the quality of human resources of their business in a timely
manner and continually surely their business will be left behind and hard place standing in

the market.

Question 2A. In your opinion what is a good human resource
management ?
• Human resource management is a difficult problem and often unexpected by managers.
Staff, they have diverse personalities with different external appearance. There are openminded, discreet person. Furthermore each person to live in the particular circumstances.
Therefore, there is no rule as well as a calculation for all employees. Due to its importance


as well as the ingenuity and sophistication needed in this area that people often compare it
as an art form known as "the art of human resources management."
• A good manager is the person who knows the correct assessment of the capacity of
each employee, how to encourage, inspire potential to help employees work
enthusiastically. But every person has its own advantages and disadvantages. Each
employee also so weak, strong and fully capable of making mistakes. When that leaders
must face the criticism and critical employees. This is one of those jobs that require artistic
and skillful conduct of the leaders to achieve the goal but did not cause damage to selfesteem or that employees lose confidence in myself. How outspoken critic, fierce or gentle
reminder, subtle reach high efficiency? That depends on each individual case and specific.
• There is no general solution to the human problem solving for all businesses. That success
depends on experience, the rational behavior of each of the managers.

Question 2B: Give an example about a good manager who you know to
analyze and illustrate.
There are many famous and successful CEO, but to find a CEO who well known for art of the
human resource management is not easy. I did take a few days to go every major bookstore in
HCM City, hundred type on google.com website to find a CEO that I found really resonates
and consensus of opinion of the management personnel. And I finally figured out, he's Tony
Hsieh. Let's find out more about Tony Hsieh via the following story:
Not many company is regarded as "the happiest place to work" by employee as Zappos.com –
and e-commerce company based in Nevada (USA) with 1,500 employees. According to

Fortune magazine, Zappos.com ranked No. 23 in the list of 100 companies with the best
working environment in 2009.
Roberto M.Fernandez – famous professor of organization behavioral science, told the Saigon
Businessman that Zappos.com is a particularly interesting case of human resource
management and corporate culture, when he came to Ho Chi Minh City to talk about
personnel management for leaders.


Tony Hsieh believes that creating fun work environment and employee happiness is a
long-term profits.
Ten core values of "Zappos happy culture family" is:
-

Bring the feeling of happy for customers with great experiences (WOW experience)
through customer service (sometimes exceeds their expectations, creating emotional
connection, not even related to the discounts or promotions).

-

Catch trend and make the appropriate adjustments (most changes must be made from
the chain in direct contact with customers).

-

Create a fun feeling comfortable (the personality and humor of each individual will
help create the unique experience).

-

Be brave to receive the challenge, open and continuous innovation (though dangerous,

go ahead and creatively pursue new things and learning how to learn from mistakes).

-

Pursuing growth and continuous learning.

-

Build relationships by actively open communication.

-

To build solidarity within the company.

-

Improve productivity (doing more with fewer people).

-

Be passionate and determined.

-

Be humble.

We can see throughout the 10 core values above are directly related to human resource
management, entirely for the benefit and happiness of the employees in the company and its
customers.
Tony Hsieh is an innovative leader

In zappos.com, only those who truly love the work, considered the company's success is his
success in the work. The company is willing to pay $ 2,000 for new employees leave after the
free training, if the employee does not fit the company's culture and not happy with the work.


"Instead of keeping the employees are not productive and fun, that will lead to more
profitable if the company does not have the staff. The money to pay for them to go, in the
long term, is nothing compared to the damage caused to the employee if they are in the
company to work "- Tony Hsieh explains.
In fact, Tony Hsieh said the employees happy with work will contribute at the highest level
for the company and provide excellent service to customers. Accordingly, all employees are
ambassadors of the company and not just sales staff or board of directors.
Empowerment Cultural
Professor Roberto M.Fernandez said about a theory of leadership skills, instead of doing all
the work, leaders empower to employees. At Zappos.com, loyal employees. Every human
being is valued, their personalities is developing.
Of course, Zappos.com is still using social media as a tool for employees to interact with the
market and customers. Blogs and Twitter are the two most used things. Besides market
approach brings transparency, social media is a way for employees to share inside
information about the events taking place at the company, even those trends might affect their
work, tips for staying healthy, happy family.
At Zappos.com also offers services such as a library, dining, health care is free. That's not to
mention the staff completed the class that the company held more then free them higher
wages. Company culture that Tony Hsieh built as profitable in the long run. He said that the
fast-growing company, but employees are not happy and stress, it is not sustainable growth, if
not will collapse soon.

Question 3A: What does Phong Phu Textile Company should do to
attract more candidates ?
• Advertising recruitment of this company is not attractive. Good Advertising as below:

-

The title and summary of the company's organizational structure (to determine the
candidate's motivation)

-

Clarity and creativity, follow to Slogan


-

Clearly define the objects

-

List more detailed characterized and criteria of the work

-

The rights of candidates, specify salary and remuneration

-

Honesty and work locations

-

Beautiful attractive form, the legality (not included in the household requirements for
local public would violate the residing law)

-

Do survey to find the most effective advertising channel

• Advertising should not so specific as requirements magazine press graduation
• Able to attract candidates through personal relationships
• Search in the textile industry association

Question 3B: What something wrong that Phong Phu Textile Company
had in the whole process of candidate recruitment ?
• Mr. Hai does not meet the recruitment criteria are: have a comprehensive understanding of
textile industry
• Mr. Hai have no experience related to textile industry
• The company has no specific test methods pre-employment

Question 3C: What the reason that Hai did not fulfill his duties?
• Maybe the director is not trust Hai and not empowered
• Improper professional experience for the company
• Insufficient capacity and experience to the position of PR

Question 3D: What does Phong Phu textile company need to do in
order to improve the effectiveness of recruitment?
• Build a job description for the position of public relations (PR)


• Build tables of candidates requirements based on the job description to ensure that these
requirements are set out in accordance with the work
• Use the direct approach some good PR person through personal relationships
• Evaluate candidates base on standards in candidates’ requirement board

• Guide Mr. Hai integration with the company and give him the time for getting used to the
job.

---The End---