Bài tập về QUản trị nhân sự và phân tích tình huống quản trị nhân sự e

Bài tập về QUản trị nhân sự và phân tích tình huống quản trị nhân sự
QUESTIONS:
Qu.1: Why is Human Resource Management (HRM) said to be challenging
and complex? According to you, what are the changes in HR
Management today? As an Business Administrator, what would you
do to effectively manage your employees?
Qu.2: What is a good business administrator? Give an example of a good
administrator that you know in reality for illustration and analysis.
Qu.3: Case study for recruitment of “PR Officer” for Phong Phu Textile
Company
1. What should Phong Phu do to attract more candidates?
2. What kinds of mistakes has the company made during the process of
recruitment?
3. What could be the reasons that prevent Hải from getting his task done
well?
4. What should Phong Phu do to improve the effectiveness of their
recruitment?

ANSWERS:
Qu.1:
a. Human Resource Management
challenging because:

(HRM)

is

complex

and

- HRM is the management related to human resource, which is the
object for governance. People are always changing and developing;
people acquire knowledge through training and gain experience from
practice or observation, thereby learning new lessons. People of
qualifications, knowledge and life experiences will always tend to
attempt to strive for the development and betterment of both
individual and organization. Human never stop inventing, innovating
techniques, science and technology and management, promoting and
exchanging relationships, which, as a result, makes the business
production increasingly effective, material and spiritual life
increasingly advanced.
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- Therefore as an advanced administrator, one must be able to predict
the changes in nature of objects under governance while taking into
account the objective conditions affecting behavior, attitude and
productivity of employees. Every change of conditions, factors
mentioned above involves the manager’s analytical thinking,
constantly updating new forms and mechanism of management in
order to fully exploit the capabilities as well as contributions of each
individual in the organization, provide high efficiency in human
resources management, such as recruitment, training, authorization/
assignment, evaluation, reward, motivation, sharing the common goal
of the organization.... Therefore, human resource management is
always complex compared to that of other sources (machinery,
capital, resources, technology ...)
b. Changes in HRM style:
- Nowadays, we live in a rapidly changing environment, especially in
such a digital era and a flat world. Managers have to face many difficult,

unpredictable tasks, meaning they have to be prepared for and
adaptable to changes. Therefore, clearly identifying the root of change,
then preparing solutions of adaptation is a key factor for management
in general and administration of human resources in particular.
- There are four important sources of change that can strongly impact
the operation of HRM:
- Physical environment and economic environment: population growth,
depletion

of

competition

resources
between

and

environmental

regions,

countries,

pollution

companies

make
and

the
even

individuals or groups is becoming more intense. Economic growth and
inflation or the economic crisis has affected income, life and
employment for each employee. The trend of globalization or a flat
world makes the competition between enterprises increasingly fierce.
Integration and globalization trends also affect the organizational
culture of the enterprise / organization.
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- Technology - Technical Information Environment: modern techniques
with rapid growth and new technological production create more
professions. Employees, thus, need to be equipped with new
knowledge and skills. Add to that, old job loss must be made up by retraining, and there must be solutions for those who do not meet
professional requirements/skills for new technology application. Plus,
thanks to modern technology, information system is more and more
developed and information has become a vital resource of an
organization (Internet, digital technology, management & application
software).
- The political environment: Enterprises will increasingly have a strong
impact on the political environment through the services, products or
jobs they have created for society. Conversely, political environment
also has its strong influence like the stability of economic policy.
- Socio-Cultural Environment: Society is divided into groups of benefits
and these groups are interested in community-based products (such as
employment, social welfare ...) rather than economic products like
profits...

Moreover, needs and perspective on human values have changed.
These changes have influence on the way policies and Human
Resource Management are thought of in an organization.
From the above analysis, HRM Environment can be indicated to consist
of:
- The external environment: which comprises factors such as: economic
– politic environment, population and labor force in the society, the
common cultural-social conditions of the country, the legal system,
science -technology, customers, competitors, Internet and other
achievements of information technology have changed the way of
conducting business and set higher requirements for the intellectual
workforce as well as sensible organizational structure and method for
an effective business operation.
- Internal environment :
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+ includes factors such as mission, vision, strategy,

objectives and

measures to achieve the objectives, the psychological atmosphere
and organizational structure of the unit, the operation area...;
+ Improving the competitiveness of enterprises through cost
management measures; improve quality and create innovative
work environment for human resources;
+ Corporate restructuring, downsizing implementation, development
of expansion connecting with outside...;
+ Improving power and responsibility for subordinates,
decentralizing and organizing self- management group;

+ Developing organizational culture, business ethics in accordance
with environmental changes and core values of the company;
+ Appropriate application of technology;
+ Also, pressure from staff can help result in appropriate policies
that encourage employees to be committed to the organization,
minimizing the rate of transfer, resignation and raising
productivity;
The above factors influence the formation and development of
human resources, the content nature and implementation of human
resource management in organizations.
c. If was an business administrator, what would you do to
manage your employees effectively?
All business administrators have a common goal/desire is how to
manage employees effectively, so that staff can do their best to
contribute to the success of business administrators. In my opinion,
to manage staff effectively, I need to implement the followings:
1. Trust and authorize employees to handle work based on their abilities
and personalities rather than giving instructions all the time. When
assigning tasks, let them think, act independently, creatively, as well
as control make decision by themselves. They will make the best
effort in fulfilling the tasks assigned and are willing to take
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responsibility for the final result. However, an adequate source of
information and assistance/support or facilities should be provided on
giving authorization/assignment so that employees can understand
and handle the issues well. During the implementation process,
reports on progress, periodically status for controlling and timely
adjustments if problems arise should be required.

2. Share goals of the month/quarter/year with employees so they can
see how important they are as a vital linking point in the entire
process and the implementation plan. Only so can employees be
aware

of

their

role

to

make

the

best

contribution

to

the

implementation and completion of the shared goals.
3. Setting up a clear job description for each job title for proper
understanding and compliance from employees and for convenient
management as well as removal of unsatisfactory employees through
periodical evaluation.

4. Setting up clear procedure, scales of salary, compensation and
benefits for each job title.

Being fair, transparent when showing

employees the remuneration package they will receive for tasks and
monthly

targets

completion

or

surpassing

performance

like

exceeding the targets, innovative ideas that boost productivity &
quality or reducing products’ prices
5. Having

a

prompt

and

adequate

emulation

to

recognize

the

achievements of outstanding employees and give them mental
incentives so they would feel appreciated, which encourage them to
work harder and better.
6. Create a democratic atmosphere, open and thorough communication
among staff. Listen and share the difficulty with employees. In
addition, to effectively perform management, administrators must
know how to exploit the strengths of each employee to maximize
their contribution. Understanding that each employee is a personality
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to be able to find out the most common point to collect power when
dealing with big difficult tasks?
Qu.2a. How to be a good Business Administrator?
A good business administrator knows how to fully exploit the limitless
creativity of human to add values to the organization as human is the key
factor for the development. Without man, no matter how advanced
technology is, how smart the solution is or how much capital can reach,
there is no subjet to exploit, optimize those sources. And in the long run,
that enterprise will be likely to lose profits and even go bankruptcy.

A

good business administrator is supposed to carry out the followings:

+ Appreciate employees’ values, considering them the most
valuable asset of the enterprise:
With proper HR policies, considering employees the core of
development, appreciate employees, administrators need to share goals,
tasks, orientation for enterprise and staff development, which will
stimulate employees to work harder to achieve higher performance than
they thought. This is especially apparent when they are aware of their
important contribution to the development and success of the enterprise.
As a matter of fact, staff will do their best for the companies that
appreciate their contributions. Employee's enthusiasm, responsibility,
initiatives will be enhanced when they are given a lot of credibility from
their managers, which contribute to the development of enterprise.
CEOs of the world’s most well-known companies like Facebook, Google ...
have done a very good job on this.
+Visionary, capable of forecasting, leading a team:
Many administrators are often stuck in solving daily tasks of the
enterprise. Sometimes they even have to do the job of their staff. Because
of being too busy, they forget about setting goal, development strategy,
forecasting situation (internal environment, external environment...) to
come up with appropriate solutions for each stage of the development,
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increase the competitiveness of enterprises, they also forget the role of
orientating, directing, motivating employees to make effort and get ready

to fulfill the assigned tasks.
Good managers must know how to gain trust and respect from
employees. Employees, then, will regard administrators as a model
example, creating positive thinking and attitude at work.
A good administrator will not manage his staff too tightly but knows how
to turn employees into real owners of the enterprise instead by enabling
them to participate in solving problems, contributing new ideas. Trust in
employees’ capabilities, assigning them tasks, and provide them with
necessary conditions to carry out the work. Then they will bring out better
results.
+ Know how to create a warm, friendly work atmostphere:
The leader should be able to build up an atmosphere of intimacy in the
enterprise. Intimacy will help employees come up with more creative
ideas. Such an atmosphere can be created in many ways, such as
allowing employees to dress casually once a week, encouraging
employees to present their ideas, organizing informal meetings or regular
outing trips.
+ Dare to face reality and ready for the change:
Good leaders must accept the truth and are always willing to change
strategies and business plans to suit the actual circumstances (eg during
global economic crisis, domestic market was freezing, many enterprises
went bankrupt due to rambling investment rather than concentrating in
core competencies).
Good leaders can foresee the trending movement of the world, make
employees understand that change is inevitable and it is an opportunity
for growth, or at least a challenge we can overcome if prepared.
+ Inspiring employees:
A good administrator needs to inspire employees by listening to their
viewpoint presentation and expresses appreciation for their efforts. Be
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willing to get rid of the conservative thinking like "the boss is always right
and knows all). Only so can employees share and propose their new
ideas...
In addition, a good administrator should build and implement an effective
emulation in the company to motivate and inspire employees to work
better.
+ Create a learning environment within the company:
A good administrator should be able to create a learning environment, in
which everyone constantly improve their knowledge, skills and come up
with new ideas. Ideas must be invented and shared at all levels in the
enterprise. When a good idea is proposed, leaders should recognize and
offer adequate, prompt rewards
+ Enhance employees’ self-motivation:
Since pressure from business competition is getting increasingly severe,
opportunities coming and passing rapidly, only self-motivated individuals
can catch good chance when it comes. A good administrator, hence,
should offer training on attitude for employees so that they can work
swiftly, effectively and make quick, smart decision.
+ Building enterprise’s culture, appreciating core values of
enterprise:
A good administrator must know how to set up a reputable image for the
enterprise, creating close connection and spiritual values between
employees and always appreciate core values that contribute to
“enterprise’s culture” steadily.
Qu.2b An example about a good CEO
I would like to introduce Mr. Truong Gia Binh – Chairman and CEO of FPT
(Vietnam’s leading IT-Telecommunications Corporation). Mr. Truong Gia
Binh is also Head of Business Administration Department – Hanoi National

University, chairman of Vietnam Software Association)
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He was born in 1956 in Dien Ban, Quang Nam province, Vietnam and
graduated with major in Maths from Lomonosov University, Russia in
1979.
Successfully defended his Ph.D Thesis on Physics at the same University.
In 1991 he was bestowed Associate Professor in Vietnam
In 1988, he and 12 other friends founded a small company in the food
industry
In 1995, he switched to the field of Information Technology (IT) and more
than 24 years later, Mr. Bình and his partners have built FPT into leading
group in the field of IT & telecommunications in Vietnam covering a broad
field of many activities (software development, system integration,
training, IT equipment distribution, devices, digital content,
telecommunications). FPT now has 11 subsidiaries with nearly 15,000
employees, present in 14 countries around the world with total assets
reaching 15.000 billion vnd, sales in 2012 25,350 billion. FPT is
attempting to become a group of international stature.
He was once voted one of the Top 10 typical Vietnamese ICT characters
and Top 10 individuals of great contribution to and influence on Vietnam's
Internet and has just been honoured one of the three leading
businessmen of Asia Pacific Region by Nikkei, Japanese leading Media
Corporation because of his outstanding contribution to regional growth.

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FPT General Director Truong Gia Binh met the President of Panama

Ricardo Martinelli (right) and the Governer of Colorado (USA) John
Hickenlooper (left) at Davos
From a scientist trained in the Soviet Union, with a sharp mind, great
effort and ambition, he has become a leading enterprise in VN now.
During the formation, construction and development of FPT, he has
always been the soul, the gathering human resource as well as
maintaining the outstanding growth of FPT. He always respects human
factor, considering human as the key source to development, especially in
the business of technology with demanding requirements on intelligence.
He has set out policies of searching, recruiting and using talents. He has
placed highest priority for the collection of forces, talents in FPT and
acknowledged differences in each individual. So he is surrounded by
generations of dedicated, capable staff of nice personalities. They share
the same aspiration: build a more and more growing FPT.
In addition, he has the ability to predict the trend of technological
development, changes in market demand and thereby set out the proper
growth strategy appropriate to each stage of development of FPT.
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He is very studious and is always a shining example for all FPT employees.
He learned from the military, from Fractal structure, from the spiritual will
of the people during wars. He regularly consults army generals, he even
learned how to observe people from Uncle Ho ....
In short, he would learn anything that can bring about positive results for
FPT.
He is also a giifted speaker. Audiences and listeners were convinced not
because of the nature of the subject but it’s the way he convinced them
that make them believe and follow him.
In particular, he is always determined to pursue his goals regardless of

how many obstacles and difficulties arising during the process. Thus, not
only a business leader, he was an influential enterprise to Government’s
policy when it comes to the development of the information technology
industry in Vietnam.
Qu.3: Case Study
1. What would Phong Phu Textile Company do to attract more
candidates?
- Reasons preventing Phong Phu Company from attracting many
potential candidates can be:
+ Uninteresting recruiting advertisement
+ Recruiting company did not supply many candidates, indicating
that requirements of the company are quite unique and few
people can meet. So the company can attract candidates:
+ Through personal relationships
+ In the textile industry association
+ Or direct access to people that may match this position.
2. What mistakes did the company make during the process of
short-listing candidates?
- Successful candidate was Mr. Hai, who did not meet the
requirements (while he was supposed to have a comprehensive
understanding of the operations of the textile industry). This proves
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that during the selection process, the company was focused on
comparing candidates with the ideal model to find out the most
suitable candidate.
- That Hai does not have the ability to do simple tasks such as
writing Press Releases showed that Phong Phu Textile Company only
based on Hai’s working experience (food industry technology) for

recruitment rather than the typical requirements of the position of
public relations for the textile industry.
- The Company has no testing system to check his ability and skills.
3. What could be the reasons that prevent Hải from doing a good
job?
- Maybe Lan did not trust Hai nor give him necessary authorities.
- Despite having 3 years of experience holding the post of public
relations, what Hai really experienced can be very different from
what Phong Phu Textile companies expected him to do. Therefore,
Hai WAS probably not incompetent and experienced enough to take
over the job of public relations.
- Phong Phu did not give Hai enough time to learn and integrate into
the new environment but gave him assignment immediately. Nobody
guided him for the initial time. Hence it is understandable that he
felt overwhelmed & confused.
4. What should Phong Phu Textile Company need to do to improve
the effectiveness of recruitment?
What the company should do include:
-

Design job description for the position of public relations

-

Make sure the job description is in accordance with the
requirements of the position.

-

Use additional advertising network channels such as Navigos,

Vietnamwork ... rather than just Tuoi Tre newspaper ads.

-

Make sure the advertisement is clear, specific (company’s
business, size, job characteristics, benefits, locations, who can
apply).
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-

Use direct approach to access those qualified people who are
doing the same job or persuade and invite them to work for the

-

company through personal relationships.
Assess candidate based on the job requirements.
Offer training and directions to successful candidates and give
them some time to get used to the new job before probation
evaluation (ie 2 months after date of taking over work...).
- The above content should be written in the standard recruiting.
procedure, which can be applied for a long term whenever the
company needs it for recruitment. /.
-------------------------------oOo-----------------------------------

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