báo cáo thực tập quy trình tuyển dụng tại công ty Việt Anh

MINISTRY OF INDUSTRY AND TRADE

COLLEGE OF FOREIGN ECONOMIC RELATIONS
DEPARTMENT OF FOREIGN LANGUAGES


INTERNSHIP REPORT

THE RECRUITMENT PROCESS OF VIET ANH
INTERNATIONAL ENGLISH JOINT STOCK
COMPANY
Instructor: NGUYEN THI THUY DUONG, M.A
Student’s name: NGUYEN THI QUYNH MAI
Student’s code: 1610020100
Class: TATM20B

Ho Chi Minh City, April... 2019


ACKNOWLEDGEMENT
For three years at the College of Foreign Economic Relations, it was a process with
a useful learning environment and interesting experiences for myself. I would like
to thank the teachers in the school in general and the foreign language teachers in
particular for their sincere thanks and gratitude for the knowledge that teachers have
taught over the years. Due to limited knowledge and experience, I still have errors
in the report, expecting teachers to ignore them. At the same time, I would like to
express my deep gratitude to my practice guide, Ms Nguyen Thi Thuy Duong, who
has accompanied me for nearly 2 months of internship, who dedicated me to
complete the newspaper. This internship report. In addition, I would like to thank
Vietnam English Joint Stock Company (VA) in general and the HR Department in
particular, who have received, guided and helped me during the internship here. Ms.

Trinh Thi is a special person to guide me in my work and provide materials for me
to complete the report in the best way and give myself more useful knowledge
experience in my work. Finally, I wish the teachers and students of the Foreign
Economic University a healthy and happy, more successful career development for
the next generation. I look forward to the Board of Directors and members of VA
will always be happy and fulfill their assigned tasks. VA will develop and achieve
success in their business. Thank you very much.

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CHAPTER ONE: INTRODUCTION OF VIET ANH INTERNATIONAL
ENGLISH JOINT STOCK COMPANY

1.1 Brief history of VIET ANH International English Joint Stock Company:

Foundation and development
Name of company: VIET ANH International English Joint Stock Company
Address: 239 Vo Van Ngan Street, Linh Chieu Ward, Thu Duc District, Ho Chi
Minh City
Telephone number:
Tax code: 0310001767
Website: />Picture 1.1: The logo of company
(Source: />%BF-VA-768054030008773/)

VIET ANH international English Joint Stock Company (VA) was found in July
2006. This is the first business in Vietnam to cooperate with a prestigious
American community college (EL Camino College, California) to bring to ESL
program. Teaching Vietnamese people who need to study in the US effectively,
helping students achieve English proficiency with full listening, speaking,

reading and writing skills for communication and working in international
environment.

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Since the foundation of VIET ANH international English Joint Stock Company,
there has been an effective business strategy to develop more and more.
Evidence for this, VIET ANH international English Joint Stock Company has
had more branches in its educational business system since 2006 in major cities
such as Ho Chi Minh City, Tay Ninh, Ha Noi, ....
1.2 Missions and business areas:

1.2.1 Missions:
VIET ANH international English Joint Stock Company provides courses for ages
from 4 to 17 years with extensive curriculum, applying a foreign language
competency assessment framework under CEFT (The Frameword of Reference).
Moreover, it helps students to experience dynamic English learning environment,
innovative teaching methods (SCM) to help students develop 4 skills: Listening,
Speaking, Reading and Writing. Students are confident in communicating with
native speakers and complete international standard tests.
1.2.2 Business areas:
VIET ANH international English Joint Stock Company is a business form of
education and training. It offers courses and classes suitable for certain ages. In
addition, it has international communication classes (ECI) focusing on listening
and speaking skills, helping students to communicate well in the international
environment. Furthermore, it also has TOEIC and IELTS preparation classes to
help students confidently complete the tests. The following is the specific
information of the study program at APCI:
The syllabus for Kids from the age of 6 to 10: This syllabus is divided into 3

levels including Starters 1-4, Movers 1-4 and Flyers 1-4. Each level has 4 classes
with escalatory difficulty. Each class takes place for 2.5 month. Throughout this
time, children will learn different vocabularies, grammatical points as well as

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extra practical knowledge relate to familiar topics in their daily life. At this stage,
all 4 main skills of English which are Reading, Listening, Writing, Speaking, are
focused on to cater to the demand of taking the Cambridge English Assessment
Tests of students.
The syllabus for Teenager from the age of 13 to 17: This syllabus is divided into
3 students with sufficient knowledge to communicate confidently, write short
paragraphs, essays. Therefore, the amount of knowledge in the courses is higher
and students are required to spend more effort. However, advanced methods are
applied to make sure that students can absorb the lessons in the most efficient
ways.
English for International Communication– ESL: This program is specifically
designed for adults with the aim of training students to use English as a second
language an. It helps students meet the demand for English in daily life, working
environment as well as integration. After finishing the syllabus, the students are
expected to be able to communicate naturally and precisely, response quickly and
decisively. Students are also taught some specialty of different countries’ cultures
in order to react appropriately in real life situations. VA pursues American
standard of teaching English and are in collaboration with EL CAMINO
COLLEGE (California). Moreover, the curriculum is updated regularly to meet
the needs of students using English for the following purposes: taking TOEFLIBT, IELTS, TOEIC, studying abroad, working at multi-national companies.
Upon the completion of the course, students will be issued a certificate by
VAlevels including Starters, Elementary, Pre-intermediate. It usually takes 3.75
months to finish one course in the curriculum. The objectives of the courses are

to provide
.

1.3 Organizational structure and hierarchy :

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Chart 1.1: Organizational structure of company
( Source: Administration and Human Resource)

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Functions and duties of each department in the company:
1.3.1

Board of Director: The function of the Board of Directors is to manage,
represent and supervise, to ensure that the Company fulfills its goals and at
the same time look for to protect the common interests of the Company and
create value for the benefit of all shareholders.

1.3.2

Chief Executive: The chief executive is responsible for the performance of
to the board of directors. Responsibilities include: formulating and
implementing company policy.

1.3.3

Director: The directors are appointed by the shareholders to manage its dayto-day affairs. Responsibilities include: promote the success of the company,
make decision, declare interests in proposed or existing transactions or
arrangements with the company, etc.

1.3.4

Customer Service: Customer service helps business develop relationships
with their students and their parents. Representatives answer their questions,
help them resolve problems, process refunds and make suggestion regarding
the purchase of course and services.

1.3.5

Administration and Human Resource: Administration is responsible for
incoming and outgoing telephone calls and emails, conduct procurement of
stationery; and updating the full system to manage students and teachers.
While HR will implement policies, procedures and regulations in accordance
with Labor law, planning and recruitment. Moreover, it tracks the recording
of timesheets to calculate salary. In addition, the human resources staff also
supports contract-related documents.

1.3.6

Financial Accounting Department: The accounting department is
responsible for recording and reporting a company's cash flow transactions.
This department has a number of responsibilities, including accounts
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receivable when students or their parents pay tuition or pay other fees,
accounts payable, payrolls, financial statements and maintenance financial
control.

CHAPTER TWO: THE RECRUITMENT PROCESS OF VIET ANH
INTERNATIONAL ENGLISH JOINT STOCK COMPANY
2.1 The recruitment Process of international English Joint Stock:
Human Resource is an indispensable part and plays an important role in the
company. This human resource brings significant results to the company thanks
to its recruitment process. Unlike other companies, in addition to recruiting
employees in Marketing, Human Resources, and other employees, VA has to
recruit a large number of teachers for all levels of education who suit each age
group student. VA not only recruits Vietnamese teachers but also recruits foreign
teachers to ensure the quality of teaching according to their international
standards. Below is the recruitment process of VA. Including the employee
recruitment process and the Teacher recruitment process.
2.1.1 Charts representing the process and interpretations of the chart.
Chart 2.1: the employee recruitment process ( Source: Administration and
Human Resource)

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Building a recruitment plan

Searching and attracting candidates

Receiving and screening record

Interviewing

Signing employment contracts

Charts 2.2: The Teacher recruitment process ( Source: Administration and
Human Resource)

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Building a recruitment plan

Searching and attracting candidates

Receiving, screening record and interviewing

Testing professional qualification and development

Appraisal

2.1.2 Steps to be performed.
The Human Resource receives a written request for vacancies for the
departments of the company. Then they proceed with the process of
recruitment steps.
2.1.2.1 Building a recruitment plan:
Recruitment planning is the first step of the recruitment process, where the
vacant positions are analyzed and described. It includes job specifications
and its nature, experience, qualifications and skills required for the job, etc.
The Human Resource give a structured recruitment plan which is

mandatory to attract potential candidates from a pool of candidates.
Moreover, they need to determine the position to recruit to know that they
need to make the number of posts and positions. Besides, they must
determine the tasks, qualifications and experience required. When a
vacancy is identified, the responsibility of the sourcing manager is to
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determine whether the position is necessary, permanent or temporary, fulltime or part-time, etc. These parameters should be evaluated before starting
recruitment. Proper identification, planning and evaluation lead to
appropriate resource hiring for groups and organizations.
2.1.2.2 Searching and attracting candidates:

The Human Resource show job description providing information about the
scope of job roles, responsibilities and the positioning of the job in the
organization. And this data gives the employer and the organization a clear
idea of what an employee must do to meet the requirement of his job
responsibilities. In addition, the Human Resource must also provide
candidates with basic rights in accordance with labor laws and the benefits
they receive when they join the company, such as insurance policies and
holiday regimes, salaries, bonuses, etc attracting candidates.
2.1.2.3 Receiving and screening record:

Screening begins after completing the sourcing process. Screening is the
process which is HR staff to screen for a list of suitable candidates to
continue to be selected in the interview. Firstly, they will review resume and
cover letter. In this process, the resumes of the candidates are reviewed and
inspected the candidates for education, work experience and overall
platform in accordance with the requirements of the job. Next, while
considering a job application, a HR manager must keep in mind the

following points, to ensure a better screening of potential candidates such as
reasons for changing jobs, life expectancy with each organization, long
distance in employment, etc. Finally, they determine top candidates is the
final step of screening candidates.
Picture 2.1: The invitation letter ( Source: Administration and Human Resource)

2.1.2.4 Interviewing:

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Candidate interview is the final stage in the recruitment process. Therefore,
in order to find the right person for a specific position, it is necessary to
have an appropriate process and depending on the interview, the appropriate
type of interview is applied. After welcoming the candidate to the interview,
the interviewer at the company, usually the HR director of VA, will read
Chief
BoardExecutive
Customer
Director
Administration
Financial
of Director
Accounting
Service
and Human
Department
Resource

and review the candidate's CV before conducting the interview. Because

interviewer must remember the basic information of the candidate that is
the basic respect that the company or interviewer must bring to the
candidate. Next, when going in, the interviewer will create comfort for the
candidate by introducing themselves before entering the subject matter.
After that, they will ask a few questions regarding the candidate's expertise
and ethics. Finally, they will thank the candidates for their participation in
the interview and promise to answer the results soonest through Email. If
the candidate meets the requirements, VA personnel will call and send an
email to confirm this, otherwise they will send an apology to the candidate.
After such an interview process, the HR department can hire the best
candidates for the vacant position.
Picture 2.2: The offer letter ( Source: Administration and Human Resource)

2.1.2.5 Signing employment contracts:
After receiving the job, completing 2 months of probation, the applicant
officially becomes an VA employee then the candidate will be signed a
labor contract and will be entitled to the remuneration policies of VA for
employees. The signing of the contract is an important issue, so it requires
the consent of both parties and of course if either party violates the labor
contract, it will have to compensate the contract to the other party. As an
education business company, VA pays great attention to the ethics of its
employees. The APCI's contract write clear that the company's regulations

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on ethical violations such as swearing, violence, violating the law, etc will
all be punished with the warning of deducting wages and the most serious is
to fired.
2.1.3

Individual steps to implement teacher recruitment process:
In the VA teacher recruitment process, they divided into two parts including
Vietnamese teachers and foreign teachers. Each process has its own way to
recruit.
2.1.3.1 The recruitment process for Vietnamese teachers:
Picture 2.3: Job description of VA ( Source: Administration and Human
Resource)

2.1.3.1.1 Testing professional qualification and development:
After the interview, the candidate's file will be reviewed again. If the
candidate is recruited, the candidate will undergo qualification tests. It is
the HR manager and other teachers who will evaluate. After that, the
teacher will try the job within 2 months. During this time, teachers will
receive 80% of salaries and have not received the remuneration policies
of VA. During the probationary period, the HR manager will have
unexpected tests for teachers and before the end of the 2-month trial,
they will have the final test.
2.1.3.1.2 Appraisal:
After the end of the 2-month period, the teacher will have a final test to
reassess the professional before signing the official contract. The director
will randomly select a class for teachers to teach. The Board of Directors
will assess according to the standards of how to convey knowledge to
students, the ability to pronounce and speak English with students as
well as foreign teachers and how to solve situations in the classroom.

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2.1.3.2 The recruitment process for foreign teachers:

Chart 2.3: The recruitment process for foreign teachers ( Source: Administration
and Human Resource)

In addition to the similarities with the recruitment process of Vietnamese
teachers, the recruitment process of foreign teachers is more rigorous point.
They must ensure the teaching hours, lessons and ensure their interaction
with Vietnamese teachers and students. Moreover, they also have to prepare
lesson plans and lectures before coming to class. In 2 months of probation,
if they do not pass the teaching quality tests, they will be fired. Besides,
they will also get their own non-school support for foreign teachers. Nonschool support includes advice and assistance on accommodation, banking,
tax and payroll, healthcare, work permits or course, the hectic social life.
VA offers guidance on cultural familiarisation, social networking, travel and
generally playing hard.
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2.2 Discuss the recruitment process of VIET ANH International English
Joint Stock Company:
The recruitment process plays an important role in the success of VA. When the
process is done properly, it allows them to attract top talent and build a resultsoriented team. Like everything else, this process is not perfect. In this process,
there are many strengths that need to be promoted and there are also weaknesses
to be overcome so that this recruitment achieves its goals.
2.2.1

Strengths:
There are many strengths in VA's recruitment process. First, the company has
processes dedicated to each recruitment needs, they have a dedicated staff
process and recruitment process for teachers. This helps to make recruitment
more clear. Moreover, this also helps to attract the right candidates for each

position they want to recruit instead of wasting time screening the profiles that
are not relevant to the position. Next, VA's recruitment process is quite
complete. This makes them not ignore potential candidates and really fit the
job they require. Besides, the full implementation of these steps also helps
their recruitment process with fewer errors or risks occurring in the
recruitment process. VA's curriculum is an international standard curriculum,
so the strict teacher selection process is also an advantage of the recruitment
process. Because, in order to get good results and good quality of training,
there is a need for teachers to be truly qualified and enthusiastic about
teaching. This rigor helps them choose the best teachers and this process itself
is a reminder to teachers about improving and upgrading their qualifications. It
is very simple if the candidate is not improving, they will be excluded. And the
final strength of the recruitment process is that they have an evaluation step
for each candidate after probationary period at the company. This assessment
gives them quality assurance factors, long-term commitment to work and also
eliminates candidates who are unable to meet their requirements through
testing time
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2.2.2

Weaknesses:
Although there are many strengths, the recruitment process also has some
weaknesses that VA needs to overcome. First, it is immediately possible that
this is a traditional recruitment process. Because modern technology has
dramatically changed the recruitment process. Nowadays, candidates no
longer have to travel long distances for job interviews, everything can be done
online. HR managers can identify, interview, screen and test potential
employees over the internet. The implementation of the traditional recruitment

process makes recruitment waste more time and cost. The second weakness is
that the way to attract their candidates has not really attracted. Because their
process is in the traditional way, the newness in the job descriptions is not yet
available; moreover, posting jobs on paid sites has very few people viewing
and interacting. It is very simple because the current recruiting articles are
quite similar and the similarity has never gained attention. This made them
spend a lot of time searching for potential candidates and wasting costs but not
bringing the expected results. From two weaknesses that make up the third
weakness, they are passive in recruitment. They continue to search for
candidates and wait for candidates to apply, this makes them waste a lot of
time and effort, but recruitment is not effective.

2.3 Recommendations on recruitment process and other issues related to
personnel in company:
Every problem has solution, so is the recruitment process. Everything needs to be
resolved in a sequential way and takes time to resolve The first thing to consider
is that the new recruitment method gradually replaces traditional recruitment
methods using the internet. Recruitment can identify, interview, screen and test
potential employees over the internet, and this recruitment can also help VA
recruit foreign teachers who are in other countries that wish to teach in Vietnam
without being limited in the scale of domestic recruitment. This also solves the
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passive recruitment of the company. Not only that, job descriptions or
recruitment articles need to make a difference to attract more candidates. Instead
of boring articles, VA should show images of promotional videos, introduction to
the company. In addition, instead of waiting for the candidate to contact the
company, VA should actively contact those in need with the job the company is
looking for. Therefore, the recruitment can bring the desired results and new

human resources to ensure quality.

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CHAPTER THREE: CONCLUSION
3.1 My personal lessons or experience drawn from the programme:
The growing economy requires an increasing investment of businesses, especially
an education business like VA, which is a big problem in their business strategy. In
addition, they face challenges and fierce competition from other educational
companies. Therefore, the company needs to set its own directions to create certain
differences, need to gather the necessary and sufficient factors to develop in which
the human resource is an indispensable factor. VA's human resources besides staff
of departments are mainly teachers and tutors, including Vietnamese and foreigners.
They are people who have a direct influence on VA's business results. Those are
external factors, inside the company, the employees also have to compete with each
other because if they are not skillful, not enthusiastic with their work and do not
improve their qualifications, they will be eliminated.
After nearly 2 months of internship at APCI, I have the necessary experience and
knowledge for myself in the future. I not only learned knowledge in the book but I
also learned more about the recruitment process in fact. Because the recruitment
process is not organized strictly according to the theoretical process, it has
improvements and flexibility to suit each position and target candidates. Moreover, I
also know more about the papers and activities that come with it. These are skills
that no book can provide all knowledge. What information should be emphasized?
What is an interview contract? what is important factors in contracts? When I can
contact the candidate directly, with recruitment requirements, to become an
employer, I realize exactly what I am missing, what should I do.
3.1.1 Achievement:
Firstly, I actively seek opportunities and information necessary for myself

through getting acquainted with the employees in the company, proactively
proposing ideas and suggestions for the company, actively exploring the tasks

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which I undertake at the company. This initiative is not only in action but also in
thought. Because I can determine my work goals for better results. Secondly, I
have more experience in human resources. There are many situations in which a
person needs to solve in a company, there will be many ways to deal with it but I
have learned the best and most professional way. During the internship, I learned
how to solve problems according to the human resources expertise. In addition, I
was able to interact with the ex-employee in the field of human resources,
through their observation and guidance, I have more knowledge to know how to
get things done in a way best and fastest. Thirdly, I have added new soft skills to
myself. In addition to what I have learned in a book or lecture on soft skills, the
internship process is a place for me to experience and evaluate what I have
learned. Besides, I can improve my soft skills such as teamwork skills,
communication skills, time management skills, etc. And finally, I have the
opportunity to develop and show my strengths. Human resource is my career
orientation so I have cultivated for myself the basic knowledge in the process of
learning and practice to help me promote my own advantages such as:
Presentation, persuasion , management skills, ... this helps me be more confident
to promote those strengths in the near future.
3.1.2 Defects:
The first, my source of knowledge is limited. Although I tried to actively learn
and learn, my knowledge of human resources was limited, affecting my work
performance. Human resources is a industry with quite a lot of specialized terms,
the lack of knowledge about these terms also makes me slow to keep up with the
progress of work or quite difficult to understand what people say. Next, my

English level is still limited. Working at an English education and training
company, a good level of English is a basic requirement of employees in the
company, especially human resources staff because when I recruit native
teachers, I must use English with them. Limited English proficiency makes me
passive in conversation with them, does not explain to them clear information of

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the company, etc. The final, sometimes I get distracted at work. This is a
weakness that I trying to correct. At work, sometimes I lose focus on my work.
Instead of just focusing on the work, I was affected by the stories of people
talking around or information, messages in phone, facebook, zalo, ...
3.1.3 Planning to develop strengths and directions to improve future
weaknesses:
To further develop yourself, developing strengths and improving weaknesses is a
must and this is what I will do to improve myself. First, develop initiative and
confidence in work. This is a good factor of the staff being appreciated by
businesses. And to further develop, I will have a long-term plan for myself to be
able to determine exactly what I need to do. Moreover, I need to observe the
company's activities to find opportunities and potential for company
development. When I have an idea of development strategy, I will actively
propose to my superiors, but before I propose, I will check them again. I will
make sure my idea is appropriate, less risky. If this test is more thorough and
careful, the success rate will be higher. In addition, I also need to improve the
knowledge of soft skills used in the work process is extremely important. In the
future, we will continue to learn to develop softer skills. Finally, I will give
myself the opportunity to participate in social activities, charitable activities,
volunteering, corporate activities to boost my confidence, and learn more
experience and knowledge. from others

To overcome these shortcomings, the first thing I need to do is focus on the work,
thinking about the goal of the job more to avoid losing focus on the work being
done. Second, I need to add specialized knowledge to further improve my
qualifications by participating in university-organized professional classes. At the
end of the course, I will practice listening more, speaking, reading, writing
English at home, listening hard, speaking and regularly reviewing my knowledge
to avoid forgetting knowledge.
3.2 My suggestions to improve the quality of the internship programme itself:

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As a business English student, I have studied many subjects such as finance, human
resource management, accounting, ... this is considered an advantage but also a
disadvantage for me when choosing topics and careers. for the future. Because the
knowledge I learned is the basic knowledge of each discipline, this makes me have
basic knowledge but no in-depth knowledge. In my opinion, I hope teachers will
have options to solve this problem. Instead of students having to learn many lessons
of many majors, we will learn less but more specialized. In addition, I hope the
teacher will extend the internship for at least 3 months. Because at the request of the
business, often have to practice more than 2 months. Moreover, nearly 2 months
internship only helps students get used to the job, perform basic activities of the job
without much in-depth knowledge. Those are my suggestions for the school. For my
company, there are some suggestions on some issues. VA's personnel recruitment
process needs to be more flexible and modern, instead of adopting the traditional
recruitment process, VA should apply more modern recruitment procedures recruitment via the internet. This means that the recruitment will be done via
applications like facebook, sky, zalo, etc. This type of recruitment saves time and
costs more than the previous recruitment method. Finally, I think VA should support
Vietnamese language learning for native teachers so that they can stay long in
Vietnam and the company.

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