EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTIONPROCESS IN THE GIAO HANG TIET KIEM COMPANY (GHTK)

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MINISTRY OF EDUCATION AND TRAINING
HOCHIMINH CITY UNIVERSITY OF
TECHNOLOGY

GRADUATION PROJECT

EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION
PROCESS IN THE GIAO HANG TIET KIEM COMPANY (GHTK)

Subject:

BUSINESS ADMINISTRATION

Specialty:

BUSINESS ADMINISTRATION

Instructor (Lecturer)

: Tran Thi Trang

Student’s name

: Nguyen Anh Tra

Student’s ID: 1411141986

Class: 14DQTQ03

Ho Chi Minh City, 2018


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MINISTRY OF EDUCATION AND TRAINING
HOCHIMINH CITY UNIVERSITY OF
TECHNOLOGY

GRADUATION PROJECT

EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION
PROCESS IN GIAO HANG TIET KIEM COMPANY (GHTK)

Subject:

BUSINESS ADMINISTRATION

Specialty:

BUSINESS ADMINISTRATION

Instructor (Lecturer)

: Tran Thi Trang

Student’s name

: Nguyen Anh Tra

Student’s ID: 1411141986

Class: 14DQTQ03

Ho Chi Minh City, 2018


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ACKNOWLEDGEMENT
First of all, I would like to express my gratitude to the Ho Chi Minh City University of
Technology and the teachers of HUTECH Institude of International Education Institution
of International Education for their support and assistance during the internship and
report graduates.
At the same time, I would also like to thank Mr. Nguyen Thanh Linh - Head of Operation
in HCM and together with all the members in the office, who created all conditions for
me to practice and study at the unit.
In particular, I would like to thank Mr. Tran Trung Tin, Head of Sorting in Binh Tan, who
provided for me more information response to researching and assessing the human
resource management situation in your company.
Finally, I would like to thank the teacher - MSc. Tran Thi Trang - Lecturer of the Faculty
of Business Administration has instructed and helped me complete this report.
During the practice of researching this subject, I encountered many difficulties in
searching and updating information so the subject was inevitably some limitations and
errors. I would like to receive the comments of the teachers and the Board to complete
this report better.
Thank you sincerely.

Intership student

Nguyen Anh Tra


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SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom- Happiness
--------COMMENTS OF THE SUPERVISOR

Student’s full name:

Nguyen Anh Tra

Student’s ID:

1411141986

Academic Year:

2014–2018

Class: 14DQTQ03

1. Duration
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2. Department
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3. Responsibility and Discipline awareness
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4. Results
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5. General comments
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Supervisor


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SOCIALIST REPUBLIC OF VIETNAM
Independence – Freedom- Happiness
--------COMMENTS OF THE INSTRUCTOR

Student’s full name: Nguyen Anh Tra
Student’s ID :

1411141832

Academic Year :

2014–2018

Class: 14DQTQ03

1. Duration
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2. Department
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3. General comments
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Instructor


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TABLE OF SPECIAL TERMS AND SHORTCUT WORDS

THE GIAO HANG TIET KIEM COMPANY
CASH ON DELIVERY

GHTK
COD

TABLE OF TABLE & TABLE OF FIGURE

NO
1
2

NAME
Figure 2.1: Service of GHTK company
Diagram 2 2.1: Organization chart of the joint
stock company

PAGE
37
38

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Table 2.1: Report on business results for the three
years 2015-2017

40

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Diagram 2.2 2: Operation Chart of the GHTK
Company
Figure 2.2.1: Employees of the company
delivering the savings during a field trip
Picture 2.2: Delivery staff of GHTK company
Table 3.1: Recommendation for recruitment plans
Table 3.2: Staff evaluation form

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5
6
7
8

50
51
63
71


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Contents


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INTRODUCTION
1. Reason for selecting the topic

Enterprises want to grow more prosperous, the first and most important factor is the
human. People who hold the destiny of the business, can create all but can destroy it all.
Eastern philosophy attaches great importance to the use of people as one of the
prerequisites of success: "Heavenly, land, and peace". Especially in the business sector,
people are considered one of the most important resources to determine the success of the
business. A company or organization with strong financial resources, modern machinery,
but without the people, is no different than "heaps of iron." In fact, human resources are
the most expensive and difficult to manage in the enterprise.
In the context of Vietnam integration, the wave of investment of foreign businesses in the
country is increasing, leading to the increasingly competitive labor market, businesses are
facing many difficulties in attracting, recruiting, retaining and managing human
resources, especially high quality human resources. In order to survive and develop in the
market, the company needs a talented team and always "stands shoulder to shoulder" to
fulfill the common goals of the organization.
In order to have a staff attached and loyal to organizations and enterprises, before the
recruitment work must promote their effect, that is recruit people. Approximately, one can
look at recruiting and retaining, keeping employees as two sides of a coin:
- Recruitment is the premise to bring the company the most suitable candidates.
- Maintaining and keeping employees is a vital part of business, help to businesses
survive and develop, fight "brain - drain".
At present, in Vietnam, the problem of recruiting people and how to retain employees are
two thorny issues for managers. Especially after the WTO accession, domestic enterprises
expanded their production, foreign enterprises invested massive, the battle with the name
of manpower became more intense than ever. Therefore, the issue for businesses is how
to search, recruit and select high quality human resources, in accordance with the
requirements of enterprises, in parallel it must maintain a skilled team plays a very
important role, is vital to the business.
In order to stand firmly in the trend of increasing competition, enterprises must pay more
attention to their resources, besides the capital and technology resources ..., especially the

development strategy. Humans are the creators of material wealth; is the most valuable
assets and is the key to the success of every organization and business.


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Vietnam participated in the integration, modernization and globalization in the world.
Along with the development of the storm online business using information technology
as on the social networking site Facebook, Zalo, web,…. With sufficient information,
opportunities and challenges, the knowledge economy takes the quality of human
resources as a leading determinant, largely based on intellectual and creative capacity to
address shortcomings current manpower.
Recognizing the importance of human factors in the organizational structure of personnel,
Giao Hang Tiet Kiem Company has continuously invested and use part of the profits to
recruit talented personnel. However, in reality, human resources do not meet the
requirements of the company. Therefore, it is imperative that the company investigate for
appropriate strategic solutions. Based on the above reasons, I chose the topic:
"EFFECTIVENESS OF HUMAN RESOURCE RECRUITMENT & SELECTION
PROCESS IN GIAO HANG TIET KIEM COMPANY" as the subject of practice report.
2. Objectives of the study
- Learn more about the recruitment and retention of employees of the Company Assess
the effectiveness of the recruitment, retention of employees of the Company.
- Provide suggestions to help the company improve the recruitment and improve the
efficiency of staff retention
3. Subjects and scope of research
- Subjects of study: recruitment and training and retention of employees of GHTK
- Research scope:
•
•

Space: GHTK Company
On time: research topic on recruitment and staff retention of the Company in the
period 2015-2017


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4. Research Methodology
- Gathering necessary information and data from the HR department of the company on
the recruitment, treatment policies and the company's performance.
- Survey the actual recruitment process through
•
•

Interview, consultations employees in the company
Participating in support of the recruitment process

- Data processing, information collected by the method: statistics, integrated analysis.
- Evaluate the information collected.
5. Achieved results
The subject has researched, found the limitations, the shortcomings in the recruitment
process and weaknesses in the work of retaining employees in the company. Based on
that, propose solutions and recommendations to help the company improve the
recruitment process and improve the efficiency of staff retention, increase the level of
engagement of employees with businesses.
The structure of the project" EFFECTIVENESS OF HUMAN RESOURCE
RECRUITMENT & SELECTION PROCESS IN GIAO HANG TIET KIEM COMPANY
" consists of three chapters:
Chapter 1: Theories of recruitment, training and human resource development.
Chapter 2: Analyzing the situation of recruitment, training and human resource

development at GHTK.
Chapter 3: Recommendation to improve recruitment, training and human resource
development at GHTK.


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CHAPTER 1: THEORIES OF RECRUITMENT, TRAINING AND HUMAN
RESOURCE DEVELOPMENT
1.1 The basic concepts of recruitment, training and development of human
resources
Human capital is the most precious asset of any society or organization. Only when the
human resources are fully recruited and used effectively can the organization operate
smoothly and achieve the desired results. The activities of each organization are
influenced and influenced by different factors and levels of influence over time, but
human resources still play a decisive role in the operation of any organization. any work.
However, with the important role of human resources in the organization must also
improve themselves to meet the needs set. Businesses in order to survive and develop in a
fierce competitive environment along with the increasingly powerful development of
science and technology, must find ways to equip themselves with a strong workforce
quantity and quality. In order to do this, businesses need to carry out many tasks
simultaneously and one of them is to recruit training and develop human resources.
Recruitment, training and human resources development can help the company to
improve both the quantity and quality of the workforce in the company, and to create
conditions to attract and retain TB. Encourage the company to work and contribute.
Recruiting, training and development are the job of getting employees to work in the
company and at the same time training skills and knowledge so that workers can flexibly

apply them to the process; work day-to-day and prepare to do better in the future.
1.1.1. The concept, the importance of recruiting human resources
1.1.2 Recruiting concept
Recruitment is the process of attracting qualified applicants from the social workforce
and the workforce inside the organization. All organizations must have the capacity to
attract enough workforce and quality to achieve their goals.
1.1.3 Importance of recruitment
The recruitment process will greatly affect the effectiveness of the recruitment process. In
practice there will be highly qualified workers but they are not recruited because they do
not know the recruitment information, or they have no opportunity to apply for a job. The
quality of the selection process will not be as good or desirable as if the number of
applicants was equal to or less than the number of applicants. Recruitment has a great


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impact on the quality of human resources in the organization. Recruitment not only affect
the selection but also affect other functions of human resource management such as:
Assessment of work performance, labor remuneration; Training and developing human
resources; labor relations...
1.1.4 The concept and importance of human resource selection
The concept of selection
The process of selecting people is the process of evaluating candidates in various respects
based on job requirements, in order to find people who fit the requirements of those who
have attracted them. in the recruitment process. The basis of the selection is the
requirements of the work set out in the job description and the requirement for the person
performing the work. The selection process must meet the following requirements:
•
•
•

Selection must be from a business plan and a human resources plan.
Recruiting people with the necessary qualifications for work to achieve high
productivity, good performance.
Recruit disciplined, honest people who stick with the job with the organization.

Importance of selection
Selection process is important to help human managers make the right decisions.
Selection decisions are very important for business strategies and for organizations,
because good selection processes will help organizations get skilled people in line with
development. of the organization in the future. Good selection will also help the
organization reduce the costs of re-recruiting, retraining as well as avoiding the risk of
damage during the implementation of the work. Highly selective selection requires
appropriate selection steps, accurate methods of collecting information, and scientifically
validated information.
1.1.5 The concept of training and development of human resources
Today is every society, every organization that wants to survive and grow, needs different
resources. Resources such as financial resources, science and technology, human
resources, etc. need to be mobilized and used effectively if they are to be promoted by the
society or organization. In these resources, human resources or human resources play a
leading role, which is a critical resource for effective exploitation of remaining resources.
Especially in today's times, with the development as the dash of science and technology,
human resources play an integral role in all the activities of society. Not out of the law, in
the enterprise, human resources are increasingly playing a very important role. For
businesses, the strength of human resources is the great advantage of competition,


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because people will decide whether the business will use the financial resources or

machinery. Especially human resources have a great influence on the products and
services of that enterprise. However, human resources to meet those needs can’t come
naturally, but through a long learning process that can meet the needs of the business. The
learning process of the employees must go through many processes, one of the training
processes of the employees is the training process in the enterprise. Businesses need to
train workers for many reasons: The new labor, there should be trained to be familiar with
the work in a working environment completely new, through which they can integrate
fast and effective in work. For those who are working in the business then their learning
in order to improve the capabilities needed to accomplish better work they are
undertaking or jobs requiring higher skills in the future.
Training and development are activities to maintain and improve the quality of human
resources of the organization, which is a decisive condition for organizations to stand and
win in a competitive environment. Therefore, in organizations, training and development
needs to be done in an organized and planned way.
Human resource development is a holistic, organized learning activity that is conducted
over time to create a change in the occupational behavior of the employee.
First and foremost, the development of human resources is the whole of the learning
activities organized by the enterprise, provided by the enterprise to employees. Such
activities may be provided for several hours, days, or even several years, depending on
the learning objectives; and to create a change in occupational behavior for employees in
the upward direction, that is to improve their ability and professional level. Thus, in terms
of content, human resource development consists of three types of activities: education,
training and development.
-

-

Education: to be understood as the learning activities to prepare for people
entering a profession or move to a new job, more appropriate in the future.
Training is understood as learning activities to enable employees to perform more

effectively their functions and duties. That is the process of learning to make
workers better grasp of his work, is the learning activities to improve the skills of
the employees to perform the task of labor more effectively.
Development is the learning activity beyond the immediate scope of the work of
the employee, in order to open new jobs based on the future direction of the
organization.


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So training and development are different. Understandably, training is the process by
which workers improve their ability to perform their current job, which is done through
the learning of the worker. The development is that the employees through learning
activities equip themselves with the knowledge and skills to ensure the performance of
the work not only at the present time, but also ensure the performance of the work in
future as required by the organization. Short-term training is also a long-term
development in the learning process of workers.
1.1.6 The objective of training and developing human resources
The general objective of the training and development of human resources is to use up
the human resources available and improving the effectiveness of organizations by
helping employees better understand the job, mastering more to take care of their
profession and to perform their functions and duties more self-consciously, with better
attitude, and to improve their adaptability to future work.
1.1.7 The role of training and human resource development
Training and development of human resources plays a very important role in every
business, and it contributes to meet the operational and development needs of both the
business and the employees in the enterprise.
-

-

Training and development meet the requirements of the job or the key is to meet
the needs of existence and development of each business. Society today is
changing rapidly, especially with the development of science and technology.
Therefore, the demands placed on the existence and development of the business
increasingly.
Training and development to meet the needs of learning and development of
workers.
Training and development are strategic strategies that create competitive
advantage.

Training and development is a prerequisite for an organization to survive and rising in
competition. Training and development of human resources to help businesses:
•

•

Improve labor productivity, work efficiency. Employees who receive training and
education will enable them to work faster with more innovations, thus contributing
to increased productivity and business productivity more and more advanced.
Improving the quality of work will contribute to reducing the supervision of the
business, thus reducing the pressure on the employees. Both workers and
businesses benefit, workers are more self-reliant in work and enterprises have the


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•

•

•

conditions to reduce the manpower in the monitoring apparatus and take them to
perform the job is much demanding more manpower.
Improve organizational stability and dynamism. Training and development help
businesses have the opportunity to improve their stability and dynamism. The
stability of the business is determined by many factors, in which human resources
are factors that greatly affect the stability of the whole business. Because human
resources are factors that help other factors work euthymic.
The smooth operation through which the operation of the business does not
encounter obstacles and create stability in the operation of enterprises.
Maintain and improve the quality of human resources. In an economy that is
growing continuously, it requires quality human resources should also be
enhanced. Only training and development will help human resources to maintain
quality and improve quality. To help businesses meet the quality of human
resources to keep up with the changes of the economy today.

Training and development is one of the important conditions for the application of
technological advances into the enterprise. The application of science and technology in
business production is an indispensable requirement for enterprises today, and the
application of science and technology to production and business can only be done when
there is a team sufficiently qualified. The workforce can only be reached through training
and development, not only in the classroom but also in the enterprise, so that those
workers can meet the demand.
•

Training and development is one of the strategic solutions to improve the
competitiveness of enterprises in the market economy. This is inevitable if a
business wants to improve its competitiveness and position in the market

For workers, the role of training and human resource development is manifested in:
•
•
•
•
•

Creating a bond between workers and businesses.
Create the professionalism of the employees.
Create adaptation between the employee and the current job as well as in the
future.
Meet the needs and aspirations of the employee development.
Provide employees with a new way of thinking and a way to think in their work as
a basis to promote the creativity of the workers at work.


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Training and development of human resources not only improve the performance of
enterprises, but also meet the needs of employees is the need to learn and improve their
level. This is the inevitable demand of the workers in order to improve the value as well
as their position in the enterprise as well as in society. Thereby improving the material
and spiritual life of workers in the enterprise
It can be seen that the training and development of human resources in enterprises is an
indispensable objective of both enterprises and employees, so the training and
development of human resources in enterprises should be paid attention. invest
adequately in all aspects.
1.2 Sources and methods of recruitment, training and development of human
resources
1.2.1 Sources and methods of recruitment

1.2.1.1. The recruitment source
• Recruited from inner sources: Includes those who work within the company, this
source ie recruiting process they promoted to higher positions or transfer them to
other necessary positions.
• External recruitment sources: Those who apply for jobs from outside the company,
this source has a wide range, large numbers, rich and diverse qualities.
1.2.1.2. Recruitment method
For recruiting resources from within our organization we can use the following methods:
•

•

•

The method of solicitation through a recruiting notice, which is a notice of
employment placement. This notice is sent to all employees in the organization.
This notice includes information on the duties of the job and the qualifications
required for recruitment.
Method of attracting through the introduction of staff, employees in the
organization. Through this information channel, we can identify qualified people
who meet the requirements of the job, specifically and quickly.
The method of attracting is based on the information in the "List of skills", which
the organizations usually make about individual workers, stored in the personnel
software of the organization. This table usually includes information such as:
existing skills, education and training, work experience, occupational experience
and other factors related to personal qualities Labor recruitment.


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For recruitment from outside sources we can apply these methods to attract the following:
•
•

•

•

•

Method of attracting through the introduction of civil servants in the enterprise.
Methods of attracting recruits through advertising in media like: On the channels
of the TV stations, radio stations, in newspapers, magazines and other
publications. Advertising content depends on the quantity and quality of recruiting
labor and the nature of the job, which can be concentrated in an advertising
campaign with a combination of different media or advertising. For this attractive
method should pay attention to the advertising content so that job seekers urgently
contact the recruiter.
Method of attracting applicants through brokers and referrals. This is the method
of attracting is popular in our country, especially for businesses or organizations
do not have a department dedicated to human resources management. These
centers are often located in universities, colleges, professional high schools and
mass organizations, as well as labor management agencies throughout the country.
Method of attracting candidates through job fairs. This is a new approach that
many organizations are adopting. This method of attraction allows candidates to
interact directly with many employers, opening up broader options on a larger
scale. At the same time, candidates and employers will receive more information,
creating more accurate bases for making the right decisions for candidates and
employers.
Method of attracting candidates by sending HR staff to direct recruitment at

universities, colleges and vocational schools.

1.2.2. Training methods and human resource development Training methods in
enterprises are divided into two major methods
1.2.2.1. Training on the job
Workplace training methods include the following methods:
•

Training styled work instructions.

This is a simple training method suitable for many types of labor, which can be applied to
direct labor and also to some management tasks. With this method, the training process is
done by instructing the trainees about the job by instructing the trainees to then test their
work until they become proficient. This approach has the added advantage of reducing
the time spent on the apprentice, connecting employees and giving the teacher additional
income. However, this method also has limitations. It is an apprentice who fails to learn
systematic theory, can learn both the correct manipulation and unnecessary manipulation


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of the instructor, the instructor does not have pedagogical skills. At the same time, this
method does not teach a large number of students.
•

Vocational training

With this method students have learned theory in class, then students will be brought
down to the base to work for a time under the guidance of skilled labor over until workers
proficient work. The time to implement this teaching method is usually long. This

approach has the advantage of providing students with a complete career in both theory
and practice. However, this method requires a long period of time to finance the training.
•

Method of teaching and tutoring

This is a way to help employees learn the skills needed for the job through the guidance
of better workers. This method is often used to train managers. There are three common
ways to do this:
-

Attached by the direct leader
Attached by mentor
Attached by a more experienced person

The tutoring method is very fast, less time consuming, and saves training costs. Through
it you can learn the experiences of the instructor. At the same time, this approach has the
disadvantage of not focusing on the theory that focuses on work experience, so that the
trained person is not equipped with certain theories. At the same time, the workers are
easily affected by the negative mentality of the facilitator.
•

Transfer and transfer methods

With this training method the trained person will move in turn to do different jobs in the
same field or different fields. With this method the trainees will be able to accumulate
knowledge and experience in various fields, so that they can perform the job after the
training process with higher capabilities. There are three ways to train:
-

Converting employees into other parts of the organization but retaining old
functions and powers.
Workers are transferred to work in new departments and areas outside of their
specialization.
The employee is transferred within the scope of his / her professional work.

Rotation and job transfer methods enable employees to understand and learn a variety of
occupations, and the experience and ability of workers to increase significantly when


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workers are exposed to work and their relatively large pressure should be trying very
much. However, this method also has the disadvantage that if workers are not able to do
this method is very difficult because the pressure and demand is quite high, and trained
people do not learn a systematically.
1.2.2.2 Training outside of work
With this group of workers, the workers are separated from the actual work while being
trained. This methodology group includes:
•

The method of organizing the enterprise edge

This method aims to train for jobs and jobs that are quite complex and specific. In order
to implement this method, enterprises need to have adequate facilities for teaching.
With this method of teaching, the course is divided into two parts, the first part will be
equipped with a theoretical framework from the teacher is the employee at the enterprise
or teachers are hired from outside. After completing the theory, the workers are directly
trained in the workshops. With this method it is clear that learners are equipped with
knowledge in a more systematic way, and workers have more opportunities to participate

in the course. The drawback of this approach is that the initial funding to open these
classes is very expensive, the course syllabus is complex.
•

Attend school at regular schools

Businesses send trained people to attend regular schools such as vocational schools,
colleges, universities ... Thus, clearly with this method workers are more trained, between
theory and practice. However, the limitation of this method is the high cost of training,
which can take a long time. In addition, this method requires that the person who is sent
to study must have the capacity to acquire knowledge in learning process. Therefore, this
method is generally applicable to train young workers, qualified.
•

Lectures, conferences or workshops

The company organizes seminars so that learners can discuss topics that the business
wishes under the guidance of experienced and professional. These seminars can be held
at the enterprise or outside of the business, thus being mobile and immediate. At the same
time, these workshops can be integrated with other programs, so that they can provide the
learner with the knowledge and experience needed to do the job. It can be seen that with
this method of training, the knowledge and skills of workers are updated quickly and
timely, however, this method has the disadvantage that it is difficult to arrange the
discussion. The full participation component as well as the method is costly.


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•

Program-based training, with the help of a computer

With the development of computers now, workers can learn and equip themselves with
knowledge through the lecture system programmed on the computer. Students should
follow the lecture was written on the PC. This method can be trained by many people,
and can help businesses reduce the cost of training. However, with the help of computer
training, the trained person must have a certain level of computer knowledge. In addition,
the trainee may not be able to fully understand the problem due to lack of instructors.
•

Distance learning methods

This is a method of training with the help of media such as learning materials, video
tapes, CDs, VCDs, and especially the help of the internet. Through this assistance, the
trained person can contact the instructor from a distance without meeting directly. This
training method helps the learner to actively choose the place and time of study, without
having to focus on many people to do the teaching job. It is clear that with the
development of today's information technology, especially the development of the
internet, this method should be widely applied because of its convenience. However, in
order to be able to implement this method, it is necessary to have the means of study,
which requires professional preparation. At the same time this method requires learners to
have high self-awareness.
•

Laboratory-style training

For learners with the ability to process the situation in reality, enterprises can use the
workshop that uses the game, play, simulation exercises in order to solve the problem.
Learners can practice hypothetical situations in order to handle similar situations that
occur during work.
•

Behavioral modeling

This method also uses plays to assume real-world situations, but these plays have been
staged to model the situations.
•

Skills training process dispatch papers

Learners will be given papers and memorized reports, leader's instructions and various
information to train their ability to make the right decisions and quickly.


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1.3. Process of recruitment, training and development of human resource

1.3.1. Process of recruitment
1.3.1.1. Construction recruitment strategy
Recruiting is the basic function of human resource management. Human Resources
Department has the function of advertising and announcing recruitment, screening
candidates. The Human Resource Department is the advisory body for all levels of the
organization in the formulation of recruitment policies such as: identifying recruitment
needs, identifying recruitment addresses, recruiting funds, specific recruitment. The
human resources department is responsible for most of the recruiting activities of the
organization, recommending policies to all levels of management and management on the
development of strategies and processes for recruiting job seekers, Selecting and
screening this information will provide qualified individuals with the qualifications
required for the job to be selected. The human resources department is also responsible
for evaluating the recruitment process, researching for the most effective recruitment

procedures. The "Job Description" and "Job Requirement Statement for the Implementer"
are important in the recruitment process. The Human Resources Department must obtain
the "Job Description" and "Request for Performance with the Implementer" as the basis
for advertisement, recruitment notice, to identify the skills and skills required by the
applicant, the need to have if they want to work in the position to recruit. The "Job
Requirement Determination for Persons" helps applicants decide if they should apply.


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•

Planning recruitment

In recruiting activities, an organization needs to determine how many recruits are needed
for each vacancy. Because some applicants do not qualify or some do not accept the
conditions of employment, the organization needs to recruit more applicants than they
need to hire. The rate of screening helps organizations decide how many people need to
recruit for vacancies each. The rate of screening shows the relationship of the amount and
the remaining candidates in each step of the recruitment process and some people will be
admitted to the next step. In the recruitment plan, we must determine the correct and
reasonable screening rates.
Screening rates affect the applicant's financial and psychological costs and job prospects.
Rate of screening in the organization of our country today is determined depending on the
subjective intent of the leader but no plausible grounds on the basis of science. The rate
of screening large part due to the particular nature of the work, social psychology of
decision applicants, including income factors most important sense.
Therefore, when determining the rate of filtering we need to base on factors such as:
-

Based on the labor market
Based on the quality of workforce
Based on the complexity of the job
Pursuant to the psychology of collective career employees
The experience of the organization in recruiting

When planning recruitment, attention should be paid to opportunities for fair employment
for employees, not bias, prejudice when recruiting. Once the number of recruited people
has been identified, the remaining issues are to identify sources of recruitment, time and
method of recruitment.
•

Identification of sources and methods of recruitment

To recruit a sufficient number and quality of workers in the working position missing
people, organizations need to consider, choosing look at job placement should take
people from within the organization and location should take people outside the
organizations, and accompanying it is appropriate recruiting methods.


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Recruiting from outside or promoting workers from lower positions to higher positions is
an issue to consider carefully for the following reasons:
Recruitment sources within the organization, including those who are working for
that organization.

-

For those who are working in the organization, recruiting these people to work in

positions higher than they are assuming is a good incentive for all those who work in the
organization officials. Because they know will have the opportunity to be promoted they
will work with new motivation and they will accelerate the process work better, will
increase satisfaction for the work, will increase the love, fidelity everyone's for the
organization. This source has the following advantages and disadvantages:


Advantages:

These are people who are used to working in the organization, who have been tested for
loyalty. The biggest advantage of this promotion is that it saves time for getting to know
the job, the workplace environment, the work process taking place continuously without
interruption, maximum limit the wrong decision in the promotion and transfer of labor.
 Disadvantages:
• When promoting people who are working in the organization, we must guard

•

•

against the formation of "unsuccessful candidates". These groups often
manifest as not serving the leader, not cooperating with the leader. To be loyal
to the leaders ... These weaknesses often create psychological conflicts such as
sectarian clashes, mutual conflicts, internally conflicts.
For organizations with small and medium scale, if we only use internal
resources, it will not change the quality of labor, will not seek additional
talented people in society.
When developing policies promoted within the organization should have a
long-term development program with a more general perspective, a more
comprehensive and must have a clear plan, specifically.

Source recruit from outside the organization, this is the job of newcomers, who include
students who have graduated from universities, colleges, secondary professional and
vocational training centers; the unemployed are demanding jobs, those who are working
in other units ...
This source has the following advantages and disadvantages:


Advantages:


25
• These people are equipped with advanced and systematic knowledge.
• These people often have a new, clearer view of the organization.
• They have the ability to change the old ways, the organization's backwardness.


Disadvantages:
• Recruit people outside the organization would take the time to guide them to
become familiar with the work, the work environment and the rules and
regulations of the organization.
• If you regularly recruit people outside the organization, they will be frustrating
to the people who are working in the organization, because they think they will
lose the chance of promotion, and will generate more complex problems, or not
making the goals of the organization.
• If reorganization employers who work in the competition, they must pay
attention to the secrets of competitors, otherwise they will sue, so will
negatively affect the organization.

When recruiting from outside the organization we need to pay attention to some possible

risks because the skills of these candidates is only in the form of potential it has not been
shown directly outside that person recruited will meet soon to work that organizations
need. The human resources department also needs to decide what methods to use to find
applicants. Job placement centers for TV, radio, and newspaper advertising are the most
commonly used methods to attract job applicants.
•

Identification of the place of recruitment and time of recruitment

Organizations must first select recruiting areas, as these are keys to the success of the
recruiting process. In our country, the agricultural labor market is where the labor force is
concentrated in very low quality, so when we recruit mass laborers, we pay attention to
this market. On the contrary, for high quality workers, the organization should focus on
the following areas:
•
•
•

The urban labor market, where most of the high-quality labor of all industries
is concentrated.
Universities, colleges, professional secondary schools and vocational training
centers.
Industrial and service centers, export processing zones and foreign invested
capital.

At the same time when identifying recruiting addresses, organizations need to pay
attention to the following issues: