The low awareness of the consultancy and recruitment department in saigon hi–tech park

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UNIVERSITY OF ECONOMIC HO CHI MINH CITY
International School of Business
-------------------------------

Vo Thi Thanh Giang
THE LOW AWARENESS OF THE
CONSULTANCY AND RECRUITMENT
DEPARTMENT IN SAIGON HI – TECH PARK
MASTER OF BUSINESS ADMINISTRATION

Ho Chi Minh City - 2017

1


UNIVERSITY OF ECONOMIC HO CHI MINH CITY
International School of Business
-------------------------------

Vo Thi Thanh Giang

THE LOW AWARENESS OF THE
CONSULTANCY AND RECRUITMENT
DEPARTMENT IN SAIGON HI – TECH PARK

MASTER OF BUSINESS ADMINISTRATION

SUPERVISOR: Prof. Tran Ha Minh Quan

Ho Chi Minh City - 2017

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SUPERVISOR’S REPORT ON THE THESIS PROPOSAL SUBMITTED
FOR DEGREE OF MASTER of BUSINESS ADMINISTRATION

The thesis proposal title: THE LOW AWARENESS OF THE
CONSULTANCY AND RECRUITMENT DEPARTMENT IN SAIGON
HI – TECH PARK
Student Name: Vo Thi Thanh Giang
Supervisor: Prof. Tran Ha Minh Quan
1. General comments:
1. Remarks on the student’s attitude:
……………………………………………………………………………
……………………………………………………………………………
2. Remarks on the assignment’s academic quality:
……………………………………………………………………………
……………………………………………………………………………
2. Overall assessment:
 Meet requirement for submitting
 Not meet requirement for submitting
3. Other remarks:
 Did the student follow the report schedule?
 Yes

 No

 Other………………………….

 The Turnitin plagiarism percentage:
Supervisor’s signature

3


ACKNOWLEDGEMENTS

I would first like to thank my thesis advisor Prof. Tran Ha Minh Quan of the
International School of Business. He consistently allowed this paper to be my own work,
but steered me in the right the direction whenever he thought I needed it. Without his
guidance, support and good nature, I would never have been able to pursue the thesis.

I would also like to acknowledge Dr. Phan Thi Minh Thu of the International School of
Business as the second reader of this thesis. I am gratefully indebted to her for her very
valuable comments on this thesis.

Finally, I must express my very profound gratitude to my staffs in SHTP Training center
for providing me with unfailing support and continuous encouragement throughout my
years of study and through the process of researching and writing this thesis. This
accomplishment would not have been possible without them.

4


Table of Contents
LIST OF FIGURE .................................................................................................................... 6
LIST OF TABLES .................................................................................................................... 6
EXECUTIVE SUMMARY ...................................................................................................... 7

CHAPTER 1: BACKGROUND INFORMATION ............................................................... 8
1.

Organization background ............................................................................................ 8

2.

Situation analysis ........................................................................................................ 10

CHAPTER 2: PROBLEM IDENTIFICATION .................................................................. 15
1.

Methodology ................................................................................................................ 15

2.

Initial cause effect map .............................................................................................. 17

CHAPTER 3: CENTRAL PROBLEM VALIDATION ..................................................... 25
1.

Central problem identification .................................................................................. 25

2.

Central problem validation ....................................................................................... 26

CHAPTER 4: ROOT CAUSE VALIDATION .................................................................... 28
CHAPTER 5: ALTERNATIVE SOLUTIONS AND ACTION PLAN ............................. 32
CHAPTER 6: SUPPORTING INFORMATION ................................................................ 42

REFERENCES ................................................................................................................... 42
APPENDICES..................................................................................................................... 44

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LIST OF FIGURE
Figure 1: The Consultancy and Recruitment Department structure
Figure 2: Communication channels in the recruitment
LIST OF TABLES
Table 1: Job description of Nidec R&D Recruitment
Table 2: The result of recruitment through the end 2016 to early 2017
Table 3: Respondents information at the Consultancy and Recruitment Department in
SHTP Training Centre
Table 4: Location and timing interview
Table 5: Planning of Nidec Recruitment in the early 2017
Table 6: Cost budget of Nidec R&D Recruitment
Table 7: Action plan for the first solution
Table 8: Action plan for the second solution
Table 9: Level of factors affect ineffective communication

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EXECUTIVE SUMMARY

In the process of attracting foreign investors to invest in Saigon Hi-Tech Park, the
Government has encouraged enterprises to focus on human resources and technology
for long-term development. Specifically, the Board of Management of the Saigon HighTech Park support Nidec established Nidec R&D Center for research and business
development, in addition to the development of SHTP. However, it is difficult in the

recruit the talent engineers for dedication.
In the scope of the thesis, it is aim to practically analyze the shortage applications
provided for Nidec R&D center at the Consultancy and Recruitment Department in
Saigon hi-tech Park Training center. The object of this report is to outline in broad terms
the information and engineering considerations required for and the principle involved
in the recruiting engineer for Nidec R&D center.
The study tries to identify the main different factors which contributed to the issue by
the literatures informed reviews and the collected data from colleagues during deep
interviews with managers position and staffs. The study uses these factors in developing
practical techniques, which can solve the problem.
The low awareness of brand is the central problem because it come from the poor skill
of staffs and the ineffective communication channels as advertising. It led to the
inefficiency in recruiting.
The report is intended to provide the executive board with background information to
assess the feasibility of a proposal they have been asked to assess some
recommendations:
1. Develop the social advertising channels.
2. Training skill for staff.
The findings impact on the result of the following recruitment with the numerous
applicants in this project. The Nidec R&D center can recruit more talent engineers.

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CHAPTER 1: BACKGROUND INFORMATION
1. Organization background
Saigon Hi-tech Park (SHTP) is one of three nationals high - tech parks in Viet Nam
which was established by the Decision 146/QD-TTg dated 24 October 2002 of the Prime
Minister. It is located in District 9 of Ho Chi Minh City (HCMC). The Park is developed
on an area of 913 hectares and includes two phases of development, of which the first

Phase occupies 300 hectares and 613 hectares of the remaining area is of the second
Phase (1). With a strategic location which is in proximity to the city's center, airport and
sea ports of HCMC, and surrounded by 43 industrial parks and export processing zones
of the Focal Economic Region of Southern Vietnam, the Park has full advantages to
become a technological and scientific urban area that will be the foundation for
development of knowledge economy of HCMC and the Southern Key Economic Region
of Vietnam (2).
Besides, together with other advantages such as receiving strong support of central and
local governments, offering "one-stop-shop" application service and highest legitimate
tax incentives to investors, etc. SHTP has been considered a bright point of foreign
investment attraction in fields of high technology throughout Vietnam. The Park was
proudly the investment destination of projects from global hi-tech corporations
including Intel (the U.S) with its $US 1-billion project, Nidec (Japan), Sanofi (France),
Datalogic (Italia), Microchip (the U.S), Sonion (Denmark), etc., as well as from leading
domestic educational institutions and companies including FPT Corp., Hutech,
Nanogen, etc. After 11 years of development, as one of the only three national hi-tech
parks and one of Ho Chi Minh City's five focal projects serving as the driving force for
the city's development until 2015, SHTP has become a trustworthy destination for hitech investment in Vietnam (1).
Generally, SHTP has four functions: attracting investment in high-tech products,
researching, developing and applying high technology, training high-tech human
resources and organizing high-tech development support services. SHTP Training
center (SHTP Training) is one of the units under the Board of Management of SHTP,
was established by the Decision 2669/QD-UB dated 31 May 2005 of the People’s
Committee of HCMC. SHTP Training Center has the mission of training and supplying
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human resources in the field of economy associated with technology and technology in
order to accelerate the process of integration and development of the city and the country
(3). The SHTP Training Center is a connection between the practical requirements of

the enterprises and the knowledge and skills of employees, through training consulting
services, job introduction and especially the curriculum according to the enterprises’
requirements. In order to realize its vision and mission, the SHTP Training Center needs
to understand more about the human resource needs of enterprises in the technology
sector, thereby offering and delivering training programs. Create, more appropriate
consulting services, can meet the needs of the business to the maximum. The
consultancy and Recruitment Deparment plays the main role in this recruitment. It
mainly conlsulting sevices, introducing jobs, supporting the supply of human resources
for businesses operating in and out of SHTP in many different fields, especially in
science, engineering and technology.

SHTP

SHTP Training
Center

Consultancy and
Recruitment
Department

Vice manager

Professional labour
Consultancy

Marketing staff

Manual labour
Consultancy

Figure: The Consultancy and Recruitment Department structure
(Source: SHTP Training Center Structure)

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Over the years, SHTP Training has become more and more familiar with employees.
With the demand of recruiting hundreds of jobs from general labor to specialized
engineers, senior managers of enterprises inside and outside the Hi-Tech Park,
especially those with Foreign Direct Investment (FDI). The Consultancy and
Recruitment of SHTP Training continues to expand the scope of activities of the
Information - Employment Station in particular and the scale of services in general for
service activities to develop. The Consultant and Recruitment Office at SHTP Training
Center has 4 staff members, 1 vice manager, 2 consultants are divided into 1 professional
skilled labor consultant and 1 mannual labor consultant and 1 marketing employee. The
recruitment is reported directly to the Director of the SHTP Training Center. The
Director od SHTP tarining center is responsible for reporting to the SHTP Board of
Directors quarterly and annually.
2. Situation analysis
Towards 2020, SHTP is to be a technopolis playing an important role of strongly
enhancing the technological and intellectual base of HCMC and the Focal Economic
Region of Southern Vietnam, and serving as a Vietnam's model of technological
innovation, intellectual capital development and innovation economy. Investors in
SHTP with extensive and modern infrastructure with highly qualified staff, SHTP
Training center has been rapidly evolving into a training and human resource provider
(1). The consultancy and recruiting department in SHTP Training is facing a problem
of the decrease of specialized labor source to supply for foreign businesses in SHTP.
Particurlarly, NIDEC Group is one of the leading corporations in the field of precision
engineering and machine building in Japan (4) which is operates in SHTP with five
subsidiaries as NIDEC Sankyo, NIDEC Vietnam Corporation, NIDEC Servo, NIDEC

Copal and NIDEC Seimitsu Corporation) as well as one of the pioneer investors of
SHTP total of almost 15,000 employees and annual revenues of more than 500 million
dollars. Manufacturing of precision engine parts, manufacturing of automotive
components, precision motors for mobile and digital devices, etc.). Mr. Shigenobu
Nagamori - Chairman of Nidec said: "Nidec currently has investments in 46 countries
and territories around the world. In Vietnam, Nidec has been running for more than 20
10


years to projects with a total investment more than 1 billion dollars " (5). Investing in
SHTP of Nidec in recent years focused in the field of precision engineering for
microelectronics.
The planned opening of the R&D center will motivate investors to develop new
innovative products for the Group. The objective of the laboratory is to enhance and
fortify basic research and expand the field of applied studies. Its concept is to function
as "a world-leading motor research and development base suitable for the world's No.1
manufacturer of comprehensive drive technology". As the Nidec Group's global growth,
it is follow three objectives (6):
1. Enhance Nidec’s fundamental R&D capability and competence in applied
technology to create high-value-added products.
2. Serve as a hub to create technological synergies with our group companies
around the world.
3. Train researchers and engineers to be world-class experts through research
activities.
At the meeting between Mr. Go Watanabe, First Senior Vice President of Nidec
Corporation and HCM City Chairman Nguyen Thanh Phong on the 1st August, 2016 in
HCMC. According to Mr. Watanabe, investment and production activities in recent
years is quite convenient and high support from the city administration and the board
management of SHTP. The Nidec Group decided to expand its investment there, which
will set up a R&D center to improve the high-tech products it manufactures in HCMC.

It is located in SHTP and come into operation in early 2018.
Mr. Watanabe stressed: “Nidec is very interested in the development of local human
resources and need the support of the city government on the issue of quality personnel
to work”. At the meeting, Mr. Nguyen Thanh Phong supports the Nidec Group's
investment expansion plan, which is notable for the R & D center project. According to
Mr. Phong, HCMC has many universities that specialize in technical education that will
be able to meet human resources at Nidec's R&D center and will create favorable
conditions for corporations to expand their investment in HCMC. After this agreement,
the board management of SHTP discussed directly with Nidec Group and assign

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recruitment responsibilities for the Consultancy and Recruitment Department of SHTP
Training Center.
Nidec R&D center has the need to recruit around 200 talented engineers who specialize
in Electrical, Electronics, Mechanical Engineering, Machine Engineering, Electrical
Engineering and Computer Technology.
The table below show the offer information of the recruitment:

Hiring
organization

Company

Nidec R&D Center

Targeted age

22-30

Job category

Research & Development
- Shiga, Japan
Candidates will be trained in Japan from 1 to 3 years.

Job location

After training in Japan, qualified candidates can
continue to work in Japan OR return to Vietnam and
work in the Nidec R&D center in SHTP

Language skill

- English speaking/writing (about TOEIC 500 and
more)
- Fresh graduate engineer: 7.5 - 10 million dong.
- Experienced engineer: 8.5 - 20 million dong.

Basic

- Free dormitory company, shuttle bus to work.

requirement
Salary level

- Excluding the salary, a monthly allowance of about
19,000,000 VND
- After training in Japan, qualified candidates can

continue to work in Japan and pay the equivalent of
Japanese.
"Positive to act to solve problems", "Collaborative for
teamwork", "Good curiosity for exploration",

Others

"Having guts, toughness, and spirit", "High aspiration
and having cheerful personality"
- Be able to have communication smoothly in business
scenes and other daily life especially in English.

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-Have good aspiration to aim high without hesitation
against unpredictable phenomena and new technology.
- Electric Trans Axle System/Motor/Gear Design
- Motor Magnetic design
- Motor Structure design
Job description

- Accessories design of e-Axle system
- Gear design
- System Structure design
- Interface / topology design

Requirement

- System spec design

specification

Knowledge and skills:
- Design skill for mechanical parts (press parts, resin
Request

parts, die-cast parts and Gear)
- Skill of using 3D CAD, CATIA, Soliwork, Creo,
AutoCad, CAE, ANSYS etc.

Table 1: Job description of Nidec R&D Recruitment
(Source: Nidec R&D Recruitment Project)
Definition: an engineer in Nidec R&D Center recruitment that they need to apdopt is
any worker who has special skill, training, knowledge, and usually acquired ability in
their work. A candidate is generally a person in the age range of 22 to 30, they need to
attended an university in basic or master major knowledge which are mechanical
engineering, electrical - electronics and automation who has passion for Japanese
technology research and highly adaptable to the job. The engineer will be trained from
one to three years in Japan, after that they return to Vietnam and act as a mentor to the
junior engineers on staff and create a work environment that is conducive to teamwork
and strong professional development. Candidate should have soft-skill to positive to act
to solve problems, collaborative for teamwork, good curiosity for exploration. Having
an positive perception such as high aspiration and cheerful personality to aim high
without hesitation against unpredictable phenomena and new technology.
In practical skill, they must have basic skill of 2D or 3D CAD, CATIA, Soliwork, Creo,
AutoCad, etc. The basic knowledge in university related major as design skill for
mechanical parts (press parts, resin parts, die-cast parts and Gear).
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About foreign language, English is compulsory because it has become the international
language in Nidec Group. They need to have communication smoothly in business
scenes and other daily life. Nidec's representative, Mr. Umeda shared more information:
"Three out of the six senior executives are foreigners, and even do not speak Japanese,
so ask all employees to communicate with each other in English, beside that Japanese
is also accepted but English is obligation".
In order to prepare the key personnel for this R&D center, in the end of 2016 and the
middle of 2017, the Consultancy and Recruitmnet Department of SHTP Training Center
is begin recruiting and report in the first quarter 2017 about Nidec R&D Recruitment,
the result is illustrated in the table below:
Nov 2016

March 2017

Applications Order

40

60

Applications provide

35

45

Rate

87.5%

75%

Table 2: The result of recruitment through the end 2016 to early 2017
(Source: The report of Nidec R&D Recruitment)
The table describe the result of recruitment for Nidec R&D center in November 2016
and March 2017. The number of applications order grew from 40 to 60, but the
proportion of applications provide in Nov 2016 was 87.5% while the figures for March
2017 was lower, at 75%. Particular, the number applications provide in two recruitments
was 35 and 45 respectively. Generally, the recruitment did not satisfy the requirement
and it is the downward trend candidates applying.
Ms. Tran Thi Tu Anh, vice manager: "The areas where the office received many
recruitment requests outside the Nidec project include: electricity, electronics,
mechanics, heavy industry, automobile production - motorcycles. In addition to highlevel personnel such as engineers, plant managers, positions such as technical sales also
require a lot of recruitment. There are projects that we do not recruit enough personnel
for the business". According to Ms. Tu Anh, the demand for recruitment of human
resources in the field of technology is high. Vietnam is becoming the most attractive
market for investors from the United States, Japan so high quality human resources are
14


increasingly. Additionally, Mr. Le Thanh Nhan, an ex-manager, said: "Vietnam is
entering a phase of industrialization, so the demand for human resources in the technical
field is increasing. Part of the demand comes from domestic enterprises, the rest is
rapidly increasing from FDI enterprises, technology investment in Vietnam".
CHAPTER 2: PROBLEM IDENTIFICATION
1. Methodology
The research was conducted among the employees working in the consultancy and
recruitment department of SHTP Training Center. The interview was recorded in
Vietnamese. Every interview is taken one by one in average 25 minutes. It is easy and

enough to go deeper in the situation to gathered data, elicited respondents to sharing
when they were not willing to mention. A sample of the 4 colleagues was selected
working in the department. They are working in different position in this project with
the purpose to collect various opinions. They are Tran Thi Tu Anh whom is a vice
manager, is play the main role in this recruitment. The second respondent is that Tran
Thi Thanh Mai, a marketing staff. The third person is Mr. Le Thanh Nhan, he is an exmanager of the department and the main leader in the Nidec recruit project in November
2016 and the last one is Nguyen Thi Giang Thanh whom is a consultancy staff of the
department, play main role in consolidate the applications and work with candidates.
The profile of respondents among 4 respondents, around the position as two of them are
the management position and the rest are staffs.

Experie
No

Full Name

Age

Gender

Education

Major

Position

nced
(years)

1

Tran Thi Tu Anh

39

Female

Bachelor

2

Tran Thi Thanh Mai

34

Female

Bachelor

3

Le Thanh Nhan

43

Male

Master

Business

Vice -

Administration

Manager

Human resource

Marketing

management

Staff

Business
Administration

Ex - manager

2

1.5

2.5

15


4

Nguyen Thi Giang

25

Thanh

Female

Accounting and

Consultancy

Finance

staff

Bachelor

1.5

Table 3: Respondents information at the Consultancy and Recruitment Department
in SHTP Training Centre
The detail of location and timing interview at SHTP Training center because it is
convenient for us when using the leisure time after working time:
No.
1

2

3
4

Respondents
Tran Thi Thanh Mai

Time interview

Date

Location

11:00 AM

July 16, 2017

SHTP Training
Centre

17:00 PM

Tran Thi Tu Anh

July 16, 2017

SHTP Training
Centre

Le Thanh Nhan
Nguyen Thi Giang Thanh

17:00 PM

July 17, 2017

SHTP office

11:00 AM

July 18, 2017

SHTP Training
Centre

Table 4: Location and timing interview
To identify causes of the decrease engineers source, we discussed and finalized with
some sample questionnaire of interview as followings:
 Recently, your department has done a project is to recruit engineers for Nidec
R&D Center, can you briefly describe the requirements of this project?
 Do you have any problems or difficulties while doing the project?
 Do your department make a recruit strategy?
 Does the room focus on any channels for recruit?
 From your point of view, what other factors affect the number of applicants?
 How the quality of candidates compare to last year ones?
 According to your assessment, how complete the project is?
 What is the internal factors affected on the succesfull of this project?
 What is the enternal factors affected on the succesfull of this project?
 What's the worst and the best of your department on this project??
 If next year do this project, do you have any plans or improvement?
All interviews were conducted by face to face using the designed questionnaire

framework with combination of probing questions from interviewer. The more detailed
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questionnaires at appendix. After translating the interview into English and finishing the
transcripts. Researcher explored some main points of research and describe in the cause
effect map.
2. Initial cause effect map
2.1. Unattractive offer
2.1.1. Unsatisfication salary
Ms. Tu Anh, a vice manager of the department, play the role to supervise the department,
make the plan, give direction, report to general director. She mentioned the main factor
lead to the lack of skilled worker is that the demand of the recruiter and the ability of
the candidates do not have in common. Annually, it is the high number of graduates but
not enough to meet recruiters because they demand higher salaries than the company
pay. In this recruitment, the employees will be trained in Japan from one to three years,
after that time, they can continue to work in Japan and pay the equivalent of Japanese
or return to Vietnam and work in the Nidec R&D center in SHTP. The salary for fresh
graduate engineer is from 7.5 to 10 millions dong, the experienced engineer is from 8.5
to 20 millions dong. These are not high compare with other companies as Samsung,
Intel although candidates who have been sent to Japan for training will be paid a salary,
allowance and accommodation by the Nidec Group which is equivalent to living
standard in Japan.
For instance, in the short conversation with Mr. Nguyen Hoang Duy, an engineer of
Samsung in SHTP said: “A starting point of salary is 10 million VND per month,
excluding awards and other regimes, Nidec pay less than the current salary, so difficult
for me to apply”. Ms. Tran Ngoc Phuong Thao, a systems engineer working at Intel
Vietnam, said: "Intel paid pretty well for its health and well-being facilities with wellequipped gyms. In addition, the working hours of the development team is also very
flexible. It is hard for me to apply other companies with lower these conditions".
Specially, in the report 2016, the department of enterprise management in SHTP

conducted a survey of 3,093 employees in Vietnam about the employers they
desperately needed to work with. According to the results from the survey, salary is the
reason prerequisite for employees at all levels from fresh graduates to senior
management want to apply for job. Comparing the salary of Samsung, FPT for
17


employees is about 10% to 40% higher than the market. In addition, welfare from the
company as the second factor to decide to join the company. Indeed, companies that
provide good employee benefits include bonuses, health insurance, pension schemes,
home and car loans, etc., which may attract more applicants. When posting recruitment,
all businesses are hoping to attract candidates. Modern life requires that each individual
must constantly update and perfect knowledge of their value. Therefore, employers must
have a compelling ad that emphasizes the elements that can appeal to talented people
who pay close attention to what jobs can give them the opportunity to learn and develop
skills and career.
Students in the technology industry have a lot of opportunities after graduation, but the
quality and ability to meet the job requirements is still a concern of many recruiters.
Candidates who qualify are not satisfied with the salary they pay, and if the candidate
accepts the salary, they are not qualified. This is a big challenge for recruitment.
2.1.2 Language barrier
Nidec is an international group, so English is one of the obligation language for cadidate
beside the Japanese. Ms. Thanh emphasized that although students must have at least
500 Toeic scores in order to gradudation but do not qualified, they are weak
communication, not confident in communicating with foreigners which makes a lot of
young people miss opportunities to work in the international environment. Cultural and
language differences can hinder effective communication (7). Workers who are not
fluent in the foreign language used in the workplace may have difficulty expressing their
needs or responding to requests from colleagues (8).
Mr. Nhan, the department manager, is in charge of recruiting Nidec R&D in 2016, said

that Vietnam has not many colleges and universities have training in mechanical
engineering. The number of students attending and graduating yearly is quite large,
however the ability to meet the demand of work in enterprises is limited, organize must
take the examination, evaluation and it takes a long time to choose the suitable
employees and then the company must continue training additional 3-6 months to be
able to assign the official. The majority of students have only theoretical training, very
little practical training. And they are lacking and weak in soft skills such as independent
thinking, communication skills, persuasive and especially foreign language skills.
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Foreign language enterprises must continue to invest one to two years to be able to
communicate with the English speaking partner, while partners from Japan have to
invest more time.
2.2 Low awareness of employer brand
2.2.1 Ineffective communication
Mr. Nhan realized that the problem is that the Nidec Group and the recruiting division
have no recruiting strategies together. The number of candidates is not much because
there is no specific plan based only on channels like Website, facebook. The low number
of candidates leads to the inability to screen candidates in an effective manner.
Ms. Mai, a back – customer as marketing staff, the main work is that posting job
requirement on website, Facebook, forums or online channel. When receive the
recruitment offer, she builds a recruiting message to let people know the required
information and positions and post a notice on your company's sign. She found the
conclusion is that skilled labor does not go to the consultancy department to find the
job, they stay at home and look for a job, so Facebook or website are the main channel
to invest. Overall, almost skilled workers who contact with the department from
Facebook and residence near the SHTP. She also mentioned some channels create
engineers source in the department as:
 Facebook: As the main channel to attract the candidate. Update regularly the

requirements, note and consult the employees with the best choice. The
implementation is the way ads are most frequently applied.
 Website: post job description but not frequently as Facebook. Guide them to
register follow the instruction.
 Band roll, banner: put all the recruit information in two offices and along the
street in district 9 and Thu duc, near to some universities (as HCMC
University Technology and Education, HCMC University of Technology,
Hutech University, etc).
 Universities: contact with the office of student affairs, send recruit
information to undergraduate and graduate students. Because of the special
Nidec R&D recruitment, just focus on some suitable universities as HCMC
University Technology and Education, HCMC University of Technology,
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Hutech University which has the rekated major in technology, mechanicial,
automation, etc. With long-term staffing strategies, the office has sought to
source human resources at universities and colleges to secure resources for
the implementation of their recruitment plans.
 Employees service centers/ Job fair: Job fairs are where the candidates come
to find out the recruitment information and find a job that suits you.
Understanding the common sense that the room has leveraged and exploited
relatively well the candidates at job fairs.
 App on mobile: SHTP Recruitment (SHTP PROJOB) is an application
developed by SHTP - Microsoft in collaboration with the Employment
Advisory Center - Training Center for Research and Development R&D.
Application SHTP Employees have the option to search for smart jobs via
their smartphone (along with other channels such as newspapers, websites,
direct submissions, etc.). It is just create this channel in April, 2017 so did not
invest much.

 Neighbors’ SHTP: people who live near the SHTP, come across and see
information. Someone want to find the job near house and stable and be
introduced by friends, relatives and etc.
Mr. Nhan and Ms. Tu Anh provide more information after working with some
universities. They have the same opinion is that highly qualified graduates are highly
sought after by the business. According to Dr. Tran Cao Vinh, Head of Training
Department of Ho Chi Minh City (HCMC) University of Science, said that information
technology and telecommunication are the two fields with the best output of the school.
Many students after the third year internship is accepted by the business immediately
upon graduation. Only two partners in this field of the school has more than 50
enterprises. In addition, Mr. Nguyen Vu Anh Tuan, Center for Student Support and
Employment of HCMC University of Technology, also informed the recruitment
demand of the school's enterprises in the field of information technology the most.
Particularly technical fields, recruitment notice sent to school a lot, there are units
recruited over 100 mechanical engineers. Assoc. Prof. Do Van Dung, Rector of HCMC
University of Technology and Education, said that despite the economic downturn,
20


graduates of technical and technology fields still have jobs at very high levels.
Noteworthy in the past year, many businesses have come to school to recruit.
Headhunting firms are scarce engineers working on. They contact with the school and
have many professional recruitment strategy. The department maintains ineffective
recruitment communication, it is difficult to meet the requirements.
2.2.2 Unskilled staff
In this project to recruit engineers for Nidec R&D Center, after discussion with staffs,
Ms. Thanh made a plan to recruiting as the table below:
ENGINEERS RECRUITMENT PLANNING
NIDEC CORPORATION
March, 2017

STT

Subject

Time

1

Planning

19 Feb

2

Compose open letter

19 Feb

3

Sending recruitment information to candidates

20 Feb

4

Write the form of online application

20 Feb

5

6

Compose information posted on the website, social
networking sites
Post recruitment information on the website, social
networking sites

21 Feb

21 Feb

7

Design, execution band roll, poster

23 Feb

8

Estimated budget

9

Working with schools, labor centers on recruitment

From 1 March

10

Receive and estimate applications

From 1 March

11

Consolidate the list and Submit CVs for Nidec

20 March

12

Prepared Interview room, waiting room

21 March

1 March

21


13

Nidec interview

14

Report results to candidates

22, 23 March
30 March

Table 5: Planning of Nidec Recruitment in the early 2017
(Source: The Nidec R&D Recruitment)
The department followed the time plan and completed the work. These activities were
mainly to arrange the recruitment process and create the applications by advertising,
public information. Although Ms. Thanh made a carefull plan for recruitment but she
also worry about counseling skills because no professional training, consulting only on
the information, job descriptions, lack the skills to persuade or orientation for
candidates. Applicants must undergo a rigorous screening process. However, the
consutancy do not understand about the job requirement, depend on the technical experts
to check curriculum vitae and prequalification interview, after that, they state the result
of candidates which is suitable or not with the requirement that leads to the counselor
can not be active in the job. In addition, she mentioned the lack of information
technology that led to the difficulty in consolidated applications, missing some
applicants or give wrong information.
Ms. Tu Anh reconsidered that the marketing activities is not strong, the marketing staff
is just depend on the Facebook or website primarily, do the traditional channel, do not
go out to get more ways. Sometimes, cannot complete the job because of many works.
Ms. Mai also showed her difficulties when she did other professional work. She learned
about the human resources but her job is marketing, so she has no basis and
understanding of marketing. Because of the poor skilled of marketing that led to the
ineffective communication channels in recruiting. Particularly, the advertising on
Facebook was not attractive. It does not clearly show the demand, information, and
attraction of readers.
2.2.1 Low budget
Ms. Tu Anh also mentioned that the budget does not be allowed to expand the
professional scale of marketing, co - operate with the head hunter or other partnership
in recruiting. Particularly, the table below illustrate the cost budget for marketing:

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COST BUDGET
NIDEC RECRUITMENT - MARCH, 2017
Unit: VND
No.

Subject

Unit

Unit price

Quantity

Amount

1

Poster

Piece

15,000

20

300,000

2

Facebook advertising

Piece

1,000,000

1

1,000,000

3

Posting on the school
website

University

500,000

7

3,500,000

4

Vietnamworks
advertising

Month

1,500,000

1

1,500,000

5

Jobstreest advertising

Month

1,100,000

1

1,100,000

Total

7,400,000

Table 6: Cost budget of Nidec R&D Recruitment
(Source: The Nidec R&D Recruitment)
If only posting on recruitment section of the site now, it's difficult to create conditions
to get potential candidates. Ms. Thanh recommend some channels advertising more
effective but it it costly. For instance, such as advertising on television, radio, television

direct topics related Nidec R&D engineers recruited.
Ms. Tu Anh expressed the desire to want to use Facebook advertising service more
professional but the cost is too high compared with the budget, estimated 10 million
dong.
2.3 Inconvenience location
At present, many career opportunities and not just concentrated in central of cities. With
the investment from foreign corporations pouring into Vietnam more and more have
created conditions to expand more jobs. Nidec is one of the examples. However, Mr.
Nhan believed one of the reason led to the lack of application because the location of
SHTP because it is far to center,the highway have a lot of traffic car as containers, the
staff want to take the company's shuttle bus rather the motobike for the safety. Every

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day must move more than 2 hours to go and return because from home to office takes
approximately 40 kilometers. If working with the shuttle can not be active.
Ms. Thanh said: "HCMC University of Technology is the main source to provide
qualified candidates, but it is located in district 10, too far SHTP, so it is a big challenge
for candidates and recruiters in recruitment. Some candidates would not apply this job
because of the location".

Far city center

Inconvinience location
Traffic

Low budget

Ineffective

communication

Low awareness of
employer brand

Shortage engineer
applications

Unskilled staff

Unsatisfication salary
Unattractive job offer
Language barrier

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CHAPTER 3: CENTRAL PROBLEM VALIDATION
1. Central problem identification
One of the factor that come from partners such as unattractive job offer is the unsatisfied
salary, language barrier and so on. The image of a job plays a critical role in recruitment.
Having a positive image on remuneration, promotion, recognition, good working
environment with opportunities for professional development are considered the
characteristics to attract qualified candidates. However, these are external factors, come
from Nidec, the department can not control it, so the researcher do not analysis deeper.
Beside that the location of SHTP accounts for a portion of the lack of candidate sources.
However, it also is not the significant problem because if they can not overcome the
hardships, how can they succeed in the long run? In possitive, it is one of the way to
select the good candidate. Take advantage of the time to move to your company to do
what you want. For example, if every day you drive to work, then perhaps you should

switch to using public transport even though it will take more time. But in return it can
give you more time to do many things. Particularly, Ms. Linh, currently working as an
accounting associate for Corporate FPT said: "When I go to work on my company bus,
I can take the time to read my work papers on the way to the office. Be mentally up for
any meetings or things that I will have to do during the day. This is also a good time to
revise the documents. Otherwise, I can spend that time reading newspapers or thinking
about my plans". Going to work far from home has its advantages, if known advantage
of time will help a lot.
In the scope of research, researcher focus on solving internal problem in the department
rather than the external factors. The method to increase the awareness in public for
SHTP Training is one of the significant problem to consider.

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