Course: HUMAN RESOURCE MANAGEMENT

Group 2:

 LêQuangVũ
 NguyễnHuỳnhHươngTrà
 HoàngHồngPhúc
 NguyễnYếnVy
 TrầnThịHoài An
Class: GBS0604

INTRODUCTION:

The existence and development of the business depends on factors such as machinery,
technology, capital, and workers that are not lacking in the business process. However, machines
and technology can be purchased or copied, but human beings can not copy and human beings
are factors to operate machinery. It is therefore possible to believe that human resources are
critical to the development of the business. Consequently, human resource management is not
simple, it is a long process to have excellent employees to meet the needs of the company.

LO1 Explain the purpose and scope of Human Resource Management in terms of
resourcing an organization with talent and skills appropriate to fulfill business objectives.

P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organization.

Definition of HRM, Workforce planning and Resourcing

Human resource management (HRM) is a comprehensive, coherent approach to human

development and employment that is often used by businesses.HR department is one of the most
important divisions of a company's operations. This department is provide strategies for
accomplishing recruiting, managing knowledge, managing social responsibilities of the
company, developing strategies for organizational development, supplying resources to the
business when the company needs. Thanks to the HR department, the company can come up
with plans, to attract, recruit staff and talent management. In addition, HRM is also responsible
for guiding new staff in the departments about the job and operations of the company, training
staff to increase the performance of work efficiency and to develop the company. The HRM not
only manages and trains new employees, but also manages other factors such as wages and
benefits of employees such as health insurance, labor insurance, etc. HRM also manages
relationships in the company as relations between superiors with employees, between employers
and employees. Studying the method solve the problems of human management and to
accomplish the three basic goals of HRM are Employ effective human resources to increase
labor productivity, improve the efficiency of the business and ensure that the company recruit
sufficient number of employees with the appropriate level of skills and knowledge. Get them to
the right job, at the right time, to maximize their ability to help the company achieve its goals.
Moreover, in order to meet the increasing demand of human resources on welfare policies such
as health insurance, social insurance ... encouraged and supported to work to improve the loyalty
and commitment of employees for the company.

(Keegan, A and Francis, H, 2010; Hoi, H, 2016)

(Source: Google Images)

Human resource managers must be aware of what is happening in the company and the
wider market in relation to the factors that influence the change of internal and external human
resources planning. . The PESTLE model studies the important elements of these six dimensions.

Politic

The change in government or industry entered the market, how much money affected the
amount of money available, how much taxes should be paid, minimum wages, market controls,
and quality of staffing ready for rent. When planning in advance, the company needs to consider
possible changes to the market, budget and availability of suitable applicants due to recent or
anticipated political influences.

Economy

How much money is available for wages, training and equipment is of most concern in
human resource planning. However, the external economy plays an equally important role. For
example people do not have much money to spend in recession and tend to be more selective in
what they buy or the services they use. This means that some industries, such as those
manufacturing luxury goods or services, do not need to sell less and may even be forced to lay
off some employees. Building economic factors into a human resource plan helps predict the
number of employees you need and you can pay.

Society

Some social factors may affect the company's personnel planning, but the company needs
to take into account special balance and diversity. When it comes to detecting the obvious
difference of a social group, the company should build in a way that opens up new opportunities.

Technology

New technology brings high skill requirements, so companies need to be aware of the
need for human resource planning. New products and services may also require the recruitment
of highly skilled personnel or trained staff available to meet the needs. The company must ensure
that employees are aware of the new equipment or knowledge they need so that they can build
the skills they need and potentially improve their pay.

Legal

Labor law is the most important area of the legal system that affects the planning of
human resources, and labor laws are constantly changing. The company must regularly update its
labor laws and have legal experts available for reference if needed. The change in the
employment law must be reflected in the company policy and implemented by the supervisor and
the manager, so the company may need to incorporate other training needs into the resource plan
force.
Environment

Environmental factors that may include the company's location in relation to finding
suitable staff or changing environment means more or fewer employees. Examples of
environmental factors affecting human resource planning are a review of how your employees
work safely in harsh weather; your plan may need to include the ability to telecommute to keep
things going.

(Source : Google image )

Resourcing an organization.

Each business will choose their own new employee selection and here are two ways to
select the most popular employees.

(Source: google images)

 Internal recruitment External recruitment
This happens when the company's HRM team This happens when the company uses external
searches for employees who are looking for human resources, such as through advertising,
employees directly from internal staff or leaflets, newspapers, etc.
recruiting new employees from close relatives The HRM department will undertake the task of
of employees to be able to use existing surveying and analyzing the external situation
employees to assist them new employee in order to select the most appropriate
support. recruitment method. HRM staff can choose to
The company will always prioritize the recruit on newspapers, brochures, media,...to be
employees in the company because the able to recruit staff. The company will test IQ
employees have had previous work experience or interview to know the level and ability to
and have had time to adapt to the company adapt to the job that the company recruited.
and the rules have been previously, so
employees do not have to time to adapt to
work environment and work efficiency will be
higher than newly recruited employees.
Initially, the company will send a message to
the HRM and will send the information to all
employees in the company. If anyone needs to (Source: Google images)
change jobs and meet all the requirements of
the public can be candidates for that position.
Employees can also introduce their relatives to
work. On the one hand, employees can help
their relatives find employment. On the other
hand, the company will not need the time to
train new employees, but the company will ask
staff to introduce work instructions, company
regulations and new staff will not be surprised
with the company because have relatives.
Especially in companies where internal
conflicts occur between employees and
companies do not want to waste time resolving
conflicts in the relationships of employees in
the company.

Selection

Reliability and validity will be the two main criteria that companies take to the top when
recruiting an employee:

Reliability: Reliability can be measured by test retesting methods such as IQ tests,

interviews ..., parallel or alternative forms of formaldehyde, and the double-divider process is
time-based. The productivity and productivity they achieve. It really refers to techniques that are
consistent with repeated measurements of the use of key terms.

Validity: Validity includes such categories as, content value, criterion value and
structural value

P2 Explain the strengths and weaknesses of different approaches torecruitment and

selection.

(Google images).

Recruiting is the process of selecting people who are capable of meeting a job in an
organization.
 Depending on the purpose and requirements, the company may choose the human
resources that may come from internal or external the company. When the human resources in
the company meet the requirements, they will be given more priority. Recruiting announcements
will be promoted internally through on-site intranet and external recruitment based on social
networks, print advertising, online advertising, recruitment agencies. However, each employee's
choice will have its own strengths and weaknesses. .

Employing employees in the company brings benefits. First, they understood the rules
of the company, they were mentally prepared for the pressure of the job, and the company knew
about their ability to work through previous jobs. Secondly, when employees take part in new
work, they will be able to develop more work, increase the ability to work together to work
better, increase work efficiency. In addition to the disadvantages, the first thing is creativity,
because employees know the company so sometimes employees are limited in creation, they are
afraid to try new things. Secondly, taking part in new jobs enables employees to be promoted and
rewarded, but we can not be sure that job managers will be satisfied for other employees to be
promoted.

In addition to recruiting staff within the company, recruiting outside employees is also
beneficial. They are the “new wind” for business, they bring new ideas about business
opportunities and how to overcome difficulties. In addition, new employees can gain a deeper
understanding of the subject, and when they apply, they have confidence in their ability. This
choice is likely to make the employee more knowledgeable.
 (Google images).

The recruitment from the outside also brought some difficulties. First, their
understanding of the company is limited, they need more time to adapt and work. Secondly,
when new employees are selected that work is not good, will create pressure for employees of
companies, especially in internal staff is not selected.

Selection is the next step in the process of recruiting, which is the process of selecting the
best and most suitable employees for the job. Choosing the right person will make it easier to
manage the staff, and bring efficiency to the job.

After receiving multiple applications, the interviewer will use two basic interview and
test methods to choose the most suitable person depending on the position of the job. For
example, if you choose an accounting location, the test form is reasonable, and the sales location
should be interviewed.

Interviews are in many forms, and we will be interviewed

individuals, individuals sequentially, panel interview or team
interview.
 The benefit of interviewing is that we will understand the staff very well, easy to identify
employees are appropriate or not. However, interviews are time-consuming and difficult for
many interviewees.

Test is the second basic form of selection, test suited to the job requirements knowledge.
The test is a quick way to choose the right employee among many applicants.

The test has the basic form is ability tests, personality tests, integrity tests which will
support the selection process, providing the necessary and sufficient information about the
employee. However, it is difficult to know the personality and attitude of employees.

(Google images).

P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.

Learning and Development:

Learning and development is the most important subsystem of an organization and is the
function of human resource management. This will ensure that staff will continue to develop
their skills while working at the organization and that employees will be trained in learning
habits to develop their knowledge. Training and Development is the basis for assessing the
quality of the output of employees who will easily recognize the potential and disadvantages of
employees through the quality of products.

Learning and Development is a structure of many different methods that are redesigned
by professionals in the field or those who have had years of work experience. It has been adopted
by many companies because the company wants employees to have more experience to adapt to
the ever-changing environment.

There are now many types of training that companies often apply to employees.
Depending on the circumstances of the company, the type of training will be applied
appropriately and is considered to be most effective.

Group training is one of the most widely used. Because this type of group will support
the decision-making skills, problem solving and group skills will be developed. Team training
often results in more effective business because employees have the skills to mix and work
together.

(Source: Google images)

In addition, the company cans a person training a person means that a former employee
will help, training the skills needed for new employees. This training will be very effective
because the new staff can discuss with experts when unknown. But this training will be
expensive because the company will spend a lot of money to hire experts but each expert can
only guide with an employee.

Besides, businesses can also use video to train employees. The company will provide
training videos for staff to refer and follow. But with this type of training is not available to all
employees. . Because someone can get the knowledge that is in the video and there will be
people who can not get it. The results may not be as good as expected and many more training
models.
 When the company applies training to employees. It is not only helpful for staff but also
for company development

On employees, they will have more experience for themselves. So they are more
confident in changing jobs and can solve problems in the workplace. Also, when they do not
want to work in this company, they can choose larger companies to register because they are
confident that they have the ability, fully equipped because they can respond to work at the new
company.

On the employer, the company will reduce the cost of training employees needed skills
such as reducing the rate of labor at work. The productivity of employees will be greatly
increased, so the product will increase, revenue will be increased and profits will be increased.
Besides, the company's products when produced on the market are quality products, safe so
customers will be supported, so that the relationship of the company with customers will be
enhanced and more connected.

Performance and reward management:

Performance management systems are created to meet the specific needs of each
organization. Reward system enhances employee productivity, motivation and retention.

Each company will choose different performance management methods to monitor the
performance of its employees. There are two types of surveillance that are used by many
companies: camera and job performance

In large companies have overpopulated workforce and companies that can not be
monitored closely for each employee, the company often employs a camera approach to
employee monitoring. The company can see the image of many employees at the same time,
monitoring the work situation of all employees. But this method will also occur many errors: the
camera can not turn to the corner to observe, employees can work continuously but the results
are not satisfactory, etc.

In addition, companies can also apply performance-based methods to evaluate

employees. The company will give each employee a certain working time. After that time the
result will be based on the number of products that the person is doing. Based on the results, the
company can evaluate the employee's skills and work experience.

The types of payments and bonus systems of each company will be different and suitable
for all employees. Each employee can receive different wage rates because it depends on the
productivity of each person that salary can fluctuate in accordance with the results of work.
Often, companies will hide the difference because of the fear that employees will have
disagreements about wages. In addition, the company wants to help employees have more ethics
and job responsibilities for the job. Companies will have a bonus system for employees when
employees do well assign work. The bonus that employees can receive is cash as 13th salary,
commissions, etc. Besides that if employees do not want to receive cash can take the trip, the
merit and other gifts. Each employee will have different preferences that select the most
appropriate reward.

(Source: google images)

When the company offers awards to individual employees it also helps the spirit of many
employees. If the companies meet the five levels of Maslow theory, then the company's level of
trust will be improved. Employees will work harder and their productivity will be improved and
staff will reduce their absences to the lowest level to receive more rewards from the company.
Employee loyalty to the company will be more and more connected, so that the staff time to
work with the company will be longer. When the performance of an employee is enhanced, it
will drag on the organization's performance to a new height. Firstly, the company will have
highly motivated employees so the end result of the job is very successful at a very low cost.
This will contribute to revenue and profit growth and revenue growth will increase year by year
contributing to the development and success of the company.
 (Source: google images)

P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational

profit and productivity.

Performance Management is a task that examines how employees work so that the
company can evaluate whether employees are doing we performance management not only
evaluates the performance of employees but also focuses on the results, examining the behavioral
aspects of how the work is done. Performance assessments will be used to inform individual
improvements and to develop academic programs. Performance management is a broad
definition that includes performance appraisal and the step before assessment, after assessments.
In performance appraisal have three steps are set expectations, reviews and rewards. On the other
hand, at the HR department of many companies are usually split the first step into smaller steps
that is setting goals for employees and monitoring, evaluating. Therefore, the performance
management systems have four steps

(Source: google images).

In the first step to assess the performance of an employee, the company must set goals
that employees must achieve. The objectives of the work are often mentioned on the company's
recruitment information form. When recruiting employees, the company will make more specific
requirements on the work that employees must achieve.

Next, the managers responsible for monitoring and guiding the work of the staff will
provide appropriate training plans for the staff. For example, large corporations such as
Microsoft often have a website where employees can accessible at any time to view commentary
from leaders or managers. This internal website also helps managers to track the performance of
each employee's job requirements. If employees do not able achieve their goals at work, then at
the end of each month their staff and management monitor work together and come up with a
better plan for learning if the employee's commitment changes to red, changing the study plan
will change the employee's commitment to blue. If the employee is doing well, the manager will
also have good results.

After that, when it comes to evaluations, the company will be based on the results of the
performance of the objectives of the job requirements to evaluate the performance of employees.
Finally, after evaluating the performance of an employee, the company will consider rewarding
or upgrading the employee to a higher position. In addition, if the employee makes a mistake, the
company will issue negative resource.

(Tri Thuc Tre, 2018).

If employees constantly make mistakes such as going late or failing to fulfill the
requirements of Assessing employee performance not only evaluates performance but also
evaluates employee behavior. This assessment will assess not only employees but also managers
and leaders to see if they are capable of leading employees, the ability to work in groups between
managers and employees? Can staff and management work together, or between co-workers and
other departments? This is the criterion for evaluating employee attitudesthe job, the employee
relations department will consider a suitable job for employee in another department.
Performance evaluations have shown the importance of human resource department in the
company, support other departments to help the company achieve its goals.

Assessing employee performance not only evaluates performance but also evaluates
employee behavior. This assessment will assess not only employees but also managers and
leaders to see if they are capable of leading employees. Is the ability to work in groups between
managers and employees? Can staff and management work together, or between co-workers and
other departments? This is the criterion for evaluating employee attitudes. A third rating that is
leaders want to evaluate employees about the task outcome of their work. Task outcome
assessments are quality assessments, the amount of work that employees can accomplish
compared to other employees, the number of jobs that are less or more and the quality of work. If
the number of employees completed more than the other staff members but the quality is not
guaranteed, the quality of the employee's performance will be reduced.

Employee assessment results are the result of all three criteria of position evaluation,
behavior and task outcomes. Evaluating employees' performance will not be good if employees
achieve only one of the three factors. For example, at Microsoft Corporation, employees will be
assessed through teamwork rather than individual work. A group of ten employees are grouped
together in which the evaluation results of the employee will consist of three main factors:
position, behavior and task outcome. When the results of all 10 people work well, the manager
will get the reward
 (Tri Thuc Tre, 2018).

Employee performance appraisers include the immediate supervisor of the employee and
this is the usual way to evaluate employees. The second is the rating from subordinates. The third
is reviews from colleagues, but these ratings will be inaccurate and subjective. The fourth is self-
assessment, but the company's assessment table must provide a clear and detailed assessment and
self-assessment does not apply to teamwork workers that often apply to individuals who do
isolation. Finally is the rating from the customer through the customer feedback on the services.

P5 Analyze the importance of employee relations in respect to influencing HRM decision

making.

Employee relations are known as essential relationships in work, contract, emotional and
practical relations between supervisors and employees. In addition, every individual in the
agency or company wants to share a certain relationship with his colleagues; They need to
discuss work, talk, discuss ideas, and share joy or sadness. A person will behave in a negative
and isolated manner without having relationships with other individuals in the company.

There are some issues that can not be decided by an individual, they need advice and
help. Sometimes they can ignore important points but colleagues can help and achieve goals
faster. Moreover, it is easier to share work with all employees. A good relationship will help the
staff to help reduce the workload, increase productivity faster and easily accomplish the
company goals.
 An organization or a company becomes a family if the employees work together because
an individual is easily distracted and distracted if they do not talk to each other and discuss issues
with each other. In particular, individuals in the organization need to learn to trust their peers to
feel comfortable and dissipate stress. More than that, an individual in a company spends about 8-
12 hours a day working in a day and in fact it is not a job to do without having time to rest. For
example, employees can rest by taking a short break or a few simplest ways such as sharing
lunch with co-workers, discussing a movie, strolling together in time break time.

In the company, conflicts and fighting between individuals can happen all the time so that
keeping a healthy employee relationship can help people adjust and stop finding fault in each
other. In the other hand, employees will not waste their time on conflicts, instead they will focus
on work and try to perform well. Finally, healthy relationships in the workplace to help
employees work more seriously with their problems and reduce absence.

Employee relations are also known as industrial relations and are often sponsored by
human resources. Every organization has a human resource department, in the workforce each
employer must manage the employee relationship to maintain order and productivity in the
workplace. Additionally, employee relation manager is responsible for the management of labor
relations in enterprises, with the role of creating a connection between employees and
enterprises, maximizing the capacity of employees. Employees ER is in the human resources
department and usually the major corporations have this position. Employee relations help to
stabilize the organization by broad-minded relationships through enhanced communication and
feedback. In fact, in the corporations are always dissatisfied with the undue expense or
unjustified employee evaluation. These inhibitions are not always discussed frankly, openly and
clearly if not resolved, it will hinder the cooperation of employees. As a consequence, the
organization's effectiveness will be downhill without braking and in many cases, the organization
pays a very high price. For this reason, employee relation manager will have to increase and
listen actively to feedback to employees, transfer it to the relevant department, and provide
feedback. In many situations, if the feedback is not effective, or too negative, then the staffing
plan adjustment is contemplated. For instance, recruiting new staff or transferring employees to
another position so that two conflicted people will not meet or control their relatives, etc.

Employee voice refers to the creation of strategies or the performance of employees in

making decisions and policies based on timing. Besides, the company will have procedure,
processes and structures to make decision making easier. Moreover, when looking at the
structure of a company, it is possible to consider whether the company gives the employee an
opinion or not. Certainly, project-based companies often have very few management classes,
employees are given the right decision, and job responsibilities are many, so employees have a
voice. However, companies that have too many management classes or many management
classes are close relatives so the staff will not have a voice. Conversely, if there are a lot of
people in the company's management structure from the lower levels, ranging from outside or
from different ethnic backgrounds, it can be seen as belonging to the category, liberal, diverse
and can see how the structure or arrangement in companies that enable people from diverse
sectors involved.
 Employee Participation refers to the fact that employees will be involved in processes
that put pressure on the management rig, go to the manager's control and it does not necessarily
emphasize the creation of item consistency, between managers and employees (deal with through
representatives, unions).

Employee involvement: It is softer and more pleasant than the employee participation,
which emphasizes the creation of a consistent entrust between management and employees, the
goal of which is the unity of entrust between the staff and management, and it emphasized that
this would involve more participants than giving the representatives (all participants and target
audience to agree on the dealer items).

There are many benefits to making a company or employee-related decision, including

the six most important factors. First, employees will feel they are an important part of the
company if the owners and management positions value the employee as a success, if the
employee feels valued, they will strive and commit to the development of the company.
Secondly, associates can give accurate information about the goal the company is aiming to
make the right decision. Thirdly, creating a strong bond between partners will help the
responsible staff make the decision. In addition, decision making will increase the success,
enhance the vision and value of the department. Next, instead of blaming the current issues on
management, the partners will focus more on solving the problem in the future. Then, morale and
motivation are higher in organizations where the partners are involved in the decision making
process of the department or company. Finally, it frees the manager's time to contribute to the
success of the department in other areas. In addition, when associates can make decisions that
affect their work, it frees the manager or supervisor to work on more future-oriented issues that
will eventually make the department or agency you are more successful.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.

Law also affects the management of personnel, affiliated with companies in the
employment and treatment of workers: it requires a good solution for labor relations.

Some of the laws and standards of work include: The normal working time is no more than 8
hours per day and 48 hours per week (Article 104 of the Labor Code 2012). Persons aged 15 and
over and able to work and sign employment contracts.

Each region will have a different minimum wage based on the labor contract in
accordance with the 2012 Labor Code, such as Region I: 3,980,000 VND / month. Workers who
work overtime on a regular day are entitled to 150%, at weekends, at least 200%, on holidays
and public holidays at least 300% less holidays than basic wages. When leaving work, it depends
on the case. For example, if you have to quit your job, you will be paid the following wage: If
the employee is at fault, the employee is paid full wage, if not, if the employee is not paid by the
fault of the employee.

For social security, the company must pay two-thirds of the employee's insurance
premium. The company must be responsible for the health of its employees. Pregnant women
must be given prescribed leave and may not dismiss pregnant women.
 Employees should be treated equally in wages and sex in accordance with the law. For
workers with disabilities, they should be protected and respected.

(Source: Google Images)

Depending on the form of the contract can be classified into three types. The first is the
transaction contract. This is the type of labor contract designed by the parties. A written contract
is more legally enforceable than any other form of contract because it clearly stipulates the
content of the employment relationship. It is difficult for the parties to deny or plead guilty to the
obligation to abide by the contract.

The second is the psychological contract. It applies to all types of labor contracts are not
required to sign in writing. As a result, all types of labor contracts with a term of less than 3
months can be verbal (except for labor contracts which must be signed in writing).

Third is a relational contract, which is the type of labor contract that the parties do not
design in writing, nor does it communicate verbally with only labor related behavior. It is also
called a real contract, so it is a manifestation of the relationship based on the actual behavior of
the two parties.

There are principles to be ensured in the contract that are free, voluntary, equal,
cooperative and honest, all in accordance with the law, social and collective ethics.

All of all, employees play an important role in business, so labor laws are introduced to
protect the interests of workers and employers. The labor law ensures that labor relations will be
fair, raise the awareness of everyone in the workplace, and avoid violating the rules affecting the
interests of the two parties.

Decisions on personnel are also influenced by the law, so the company must ensure the
rights of employees, while employees must also meet the needs of the company. It is a mutually
beneficial relationship.

INCONCLUSION

Through external factors, we can not afford to override employees' core humanity. A
company that wants to thrive and stand on the market needs a good team of employees who are
committed to the company. Companies want to achieve this, companies need to adopt training
methods for employees and incentives to motivate employees. Therefore, asserting that
employees are the image of a company, the company wants to grow to be based on employees
and apply appropriate management practices.

REFERENCES
Google images.

Hoi, H, 2016, MôHìnhQuảnTrị Theo HiệuSuất, available at: http://pace.edu.vn/so-tay-doanh-

tri/ChiTiet/597/mo-hinh-quan-tri-theo-hieu-suat?term_taxonomy_id=31 (accessed August, 16,
2018).

Keegan, A and Francis, H (2010) Practitioner talk: thechanging textscape of HRM and
emergence of HRbusiness partnership, The International Journal ofHuman Resource
Management, 21 (6), pp 873–98.

TríThứcTrẻ, 2018,Quảntrịhiệusuất (Performance Management):

BàihọcnàocholãnhđạodoanhnghiệpViệt, available at: https://www.ihcm.vn/tin-tuc/tin-tuc/quan-
tri-doanh-nghiep/577-quan-tri-hieu-suat-performance-management-bai-hoc-nao-cho-lanh-dao-
doanh-nghiep-viet.html (accessed August, 17, 2018).

Luật, 2015, Hệthốngvănbảnquyphạmphápluật . Available at:

http://www.moj.gov.vn/vbpq/lists/vn%20bn%20php%20lut/view_detail.aspx?itemid=10435

(accessed April, 25,2015)