LITERATURE REVIEW
Overview of human resources recruitment
1.2 Process of human resources recruitment
1.3 Factors affecting recruiting human resources
Chapter 2: THE STUDY This chapter gives the data and analysis of the human resources recruitment at Kinex company in 2013
2.1General overview of Kinex construction company
2.2 Situation of human resources recruitment at Kinex construction company in 2013.
Chapter 3: RECOMMENDATIONS This chapter suggests some recommendations to complete the human resources recruitment at Kinex construction company in 2013.
3.1 Complete the human resources recruitment
3.2 Recommendations for complete the recruitment
CHAPTER 1: LITERATURE REVIEW 1.1 Overview of human resources recruitment
1.1.1 Definition and the role of human resources
Human resources (HR) encompasses a broad array of activities related to the employer-employee relationship, including hiring and firing, managing organizational culture, and handling employee communications and disputes HR professionals also develop benefits programs, ensure compliance with government regulations, and address legal issues such as sexual harassment and occupational safety The field offers diverse opportunities for both specialists and generalists, with various tracks available, including training, pension plan administration, and legal compliance, making HR a versatile career choice for many.
Human Resources (HR) has evolved from a traditional support role to a strategic component in business, as companies like Nokia, Intel, and Panasonic have demonstrated that effective HR practices foster supportive environments and strong corporate cultures, leading to enhanced innovation, efficiency, and productivity, ultimately benefiting shareholders However, globalization has introduced complexities in managing a diverse workforce and navigating varying employee regulations across countries and cultures At the same time, advancements in technology offer new opportunities for HR to streamline administration, including online benefits programs, e-learning, and automated payroll systems.
The responsibilities of HR practitioners vary significantly based on company size In larger organizations, HR roles are often divided into generalist and specialist functions, with corporate HR focusing on policy development while field HR implements programs and addresses daily operations Conversely, smaller and midsized businesses, particularly those with fewer than 1,000 employees, are increasingly outsourcing HR functions Key HR responsibilities, including staffing, executive recruitment, compensation, and benefits consulting, have evolved into multibillion-dollar service sectors that support in-house HR operations.
HR practitioners encounter distinct challenges depending on the industry, with compensation, staffing models, training, and company culture differing significantly between sectors like consumer products, retail, and healthcare An insider notes that the high-tech industry presents unique circumstances compared to unionized or governmental environments, emphasizing the importance of researching the specific industry to enhance interview preparedness.
In any organization, HR professionals emphasize the importance of maintaining composure under pressure, adaptability, and the ability to transition seamlessly between roles such as administrator, counselor, and negotiator While certain specialist positions, like compensation and benefits, necessitate advanced data analysis skills, other roles—such as training, organizational development, and employee relations—demand excellent communication abilities and a high degree of emotional intelligence.
1.1.1.2 The role of human resources
Human Resource Management (HRM) plays a crucial role in the success of organizations, significantly impacting business growth and overall performance In today's dynamic business landscape, characterized by rapid technological advancements and evolving policies, it is essential for HR managers to stay updated with the latest and most effective management practices.
Research in human resource methods plays a crucial role in enhancing both domestic and international economies by maximizing worker productivity The hiring process is essential for cultivating an effective workforce, laying the foundation for best human resource practices By focusing on continuous improvement and skill development through diverse training methods, organizations can foster a more competent and efficient workforce.
The recruitment phase is crucial for the success of any HR program, as it significantly influences hiring outcomes HR managers utilize a variety of tools, methods, and best practices during this phase to ensure a fair hiring process, ultimately enabling firms to achieve their desired results.
1.1.2 Definition of human resources recruitment
Recruitment in human resource management refers to the comprehensive process of identifying, attracting, and hiring the most qualified candidates for job openings efficiently and cost-effectively This process encompasses the entire recruitment life cycle, starting with assessing the company's staffing needs and concluding with the successful onboarding of new employees into the organization.
The recruitment process encompasses several key activities, including analyzing job requirements, attracting potential candidates, screening applicants, selecting the best fit, hiring new employees, and effectively integrating them into the organization.
The recruitment process is essential not only for identifying the most qualified candidates for positions within a company but also for aligning talent with organizational goals Additionally, an effective recruitment strategy enhances overall company performance and fosters a positive workplace culture.
1.1.2.1 To ensure proper alignment of skill sets to organizational goals.
Through recruitment, organizations make sure that the skill sets of the staff or manpower of the company remains aligned to its initiatives and goals.
If certain positions are found to hinder the organization's progress toward its goals, appropriate measures can be taken to address the issue This may involve job redesign, workforce restructuring, or implementing job enrichment programs to enhance overall effectiveness.
1.1.2.2 Ensuring effective and efficient recruiting.
Effective recruiting ensures that the best candidate, equipped with the necessary skills and qualifications, is selected for the job In contrast, efficient recruiting emphasizes minimizing costs during the hiring process By adhering to a structured recruitment strategy, organizations enhance their chances of securing top talent while optimizing resources.
Organizations have the freedom to manage their hiring processes as they see fit; however, lacking a structured system or clear guidelines can lead to increased costs for the company.
Hiring an unqualified individual can lead to significant resource wastage for a company, ultimately hindering its long-term goals Additionally, investing in training for an unsuitable employee not only exacerbates these issues but also represents a misallocation of valuable resources.
1.1.2.3 Ensuring compliance with policies and laws.
The Recruitment Process
Recruitment processes vary by organization, reflecting their unique structures and needs However, a general approach is commonly adopted across industries While many believe recruitment starts with the job description and the search for candidates, a more comprehensive view reveals that the process actually begins much earlier.
The recruitment process is essential for organizations to effectively fill job vacancies with qualified candidates, rather than just any applicants This function can be managed internally through talent acquisition teams or can be outsourced entirely or partially to recruitment agencies.
The Human Resources department leads the recruitment and selection process, but managers and relevant employees also play a significant role Employee referrals have proven to be cost-effective, increasing the involvement of staff from hiring departments in the recruitment strategy.
Organizations must invest time and resources in creating an effective recruitment process to attract and retain quality employees Inadequate screening of job candidates can lead to wasted training resources on employees who may not remain with the company or who fail to meet productivity standards Additionally, the hiring process should clearly communicate job expectations to candidates, as even highly-qualified individuals may decline an offer if their expectations are not aligned Ultimately, an unsatisfied employee is less likely to be productive, underscoring the importance of a thorough and transparent hiring approach.
The recruitment process begins with the identification of a vacancy due to a new position, employee termination, promotion, or resignation The role is then evaluated, and a detailed job description is crafted to align with the position's requirements Subsequently, the necessary qualifications for candidates are outlined The organization advertises the job through various channels such as websites, newsletters, job boards, and media outlets Applications are reviewed, with unqualified candidates eliminated from consideration Finally, qualified candidates are interviewed, and the top contenders are either invited for a second interview or offered the position after salary negotiations.
Before initiating the recruitment process, an organization must first assess the vacancy and determine the necessity of filling the position It's essential to evaluate whether the organization will face challenges if the role remains unoccupied If it is clear that there is a genuine need for the position, the recruitment process can then move forward.
Conducting a thorough job analysis is essential for human resources and hiring managers to clearly define the responsibilities and expectations of the open position This systematic approach ensures that all members of management understand the requirements for the new employee, facilitating a more effective hiring process.
According to human resource managers, the position or job description is the
“core of a successful recruitment process” After all, it is the main tool used in developing assessment tests and interview questions for the applicants.
Before anything else, the organization must first know exactly what it needs.
Organizations may identify a need for a position that is not currently part of their existing job roster, which necessitates the creation of a new role to address this gap.
Job analysis is the process of identifying job activities and the necessary attributes, forming the foundation of a comprehensive job description This critical step ensures the job description is accurate, as it will be utilized in job advertisements to attract suitable candidates A well-crafted job description typically encompasses key responsibilities, required skills, and qualifications essential for the role.
Title and other general information about the position
Purpose of the position in the unit, department, and organization as whole
Essential functions of the job or position
Minimum requirements or basic qualifications
After creating a job description, it's essential to review it for accuracy and relevance to ensure it reflects the current role If existing job descriptions are in place, they should also be reassessed to confirm their applicability in today's context An outdated job description may require updates to maintain its effectiveness and alignment with current job expectations.
There are three positive outcomes from conducting a review of the job description:
Ensuring continuous improvement in organizational structure is essential for effective audits that identify redundant roles and necessary positions Evaluating competencies for each job is crucial, as evolving work conditions may introduce new requirements that employees must meet Regular assessments help maintain the job's relevance within the organization Additionally, reviewing wages ensures that employees are compensated fairly, addressing potential dissatisfaction from underpayment This comprehensive approach culminates in a well-defined job description that not only reflects current needs but also attracts top talent.
1.2.2.2 Setting minimum qualifications for the employee who will do the job.
Applicants must meet specific basic requirements to be considered for the position, ensuring they can effectively perform essential job functions These requirements should directly relate to the identified duties and responsibilities Additionally, the organization may include preferred qualifications beyond the minimum standards.
The salary for a position should align with the responsibilities and duties associated with it, ensuring compliance with legal requirements like minimum wage laws Additionally, organizations should consider prevailing industry compensation rates to determine appropriate salary ranges.
For example, if the position is that of a computer programmer, then the salary range should be within the same range that other companies within the same industry offer.
The organization announces an open position and actively seeks candidates to fill it Before advertising, it is crucial to identify the best sources for potential applicants, ensuring that recruitment efforts are effectively directed towards the right audience.
Organizations utilize various strategies to advertise open positions, with networking being one of the most effective methods By attending college and career fairs, companies, especially large tech firms, can directly engage with top students and leverage industry connections to attract high-potential talent Another key approach is posting job openings both internally and externally; this includes displaying announcements on bulletin boards within the company and utilizing job boards or company websites for broader outreach Additionally, traditional media advertising, such as newspaper classifieds, remains a valuable tool for reaching prospective applicants To attract the best candidates, companies should implement appealing offerings, including competitive salaries, bonuses, and professional development opportunities Lastly, a strong company reputation serves as a powerful asset in recruitment efforts, as organizations known for fostering employee growth and satisfaction can effectively draw in qualified candidates.
CURRENT SITUATION HUMAN RESOURCES
General overview of Kinex company
In 2013, the Company has been the Department of Industrial Property patented invention of the "heavy lifting method in the construction and installation of sliding formwork system."
With the initial capital is 21 billion, Kinex Jsc officially operating in the form of company stock from 2013 by Department of Planning and Investment Hanoi levels.
As of now, the company's capital has increased to 80 billion, facilitating necessary investments to expand production and operations On November 5, 2013, Kinex officially listed 8 million shares on the Hanoi Securities Trading Over its 30-plus years of development, Kinex has successfully completed hundreds of thousands of projects nationwide, establishing a strong reputation and solidifying its market position This has earned the respect and appreciation of both domestic and international clients, fostering trust and collaborative relationships with business partners in shared interests.
The company specializes in investments in civil and industrial construction, encompassing housing, traffic infrastructure, irrigation systems, and urban engineering projects It also engages in the development of industrial parks, transmission lines, and transformer stations Additionally, the company is involved in trading new urban developments, infrastructure, and industrial real estate, while producing and supplying building materials and construction equipment.
Kinex Jsc is embracing global integration by expanding beyond traditional sectors into modern economic fields The company specializes in the import and export of machinery, equipment, and construction materials, while also engaging in the exploitation and trading of water and electric energy.
Kinex Jsc is a trusted partner for both domestic and international clients, consistently enhancing its service quality through continuous innovation The company effectively leverages its potential across various sectors, making significant contributions to the national economy and the construction industry.
This thesis focuses on the recruitment sector of HR at Kinex Jsc Before delving into a detailed analysis, it's essential to understand the recruitment process involved.
Situation of human resources recruitment at Kinex in 2013
A recruitment plan is a strategic framework that guides recruiters and hiring teams throughout the hiring process By establishing a recruitment plan from the outset, organizations can streamline their hiring procedures and provide a clear timeline for all involved.
Recruiters can enhance their efficiency by gaining insights into the time required to hire and fill vacancies, allowing department heads to implement necessary contingency plans While there is no universal recruitment strategy due to varying company needs and vacancy types, adhering to core hiring steps is essential Establishing an active recruitment process involves addressing human resource challenges in relation to workload Each quarter, the Human Resource department summarizes recruitment needs across departments and presents this to the General Director for feedback and approval Once the recruitment needs for the year are identified, the HR department develops a tailored recruitment plan that aligns with the company's hiring processes.
2.2.2 The step-by-step implementation of recruitment process
The Human Resource (HR) department will post recruitment notices based on the approved recruitment demand certificate from the Company Director Each notice must include a company overview, the number of available positions, detailed job descriptions, position requirements, an outline of tasks and responsibilities, application requirements, and information on where and when to submit applications.
Kinex's recruitment notice outlines the available positions, providing a clear overview of job descriptions, requirements, and benefits The concise and easy-to-understand notice details the specific roles being recruited, along with the necessary qualifications and application process, enabling candidates to apply for jobs within the company effortlessly.
Tab 2.2.2.1a: Operator Request from January to June, 2013
Identifying the time and location of the recruitment test
The HR department is responsible for managing recruitment needs, following a predetermined process Typically, recruitment takes place at Kinex, and the duration of the process varies based on the nature of the position, with management roles requiring a longer selection period to find the most suitable candidates.
The company primarily attracts applicants through recruitment notices posted on reputable job websites, investing in visibility to draw quality candidates However, its approach lacks creativity, relying solely on traditional job advertisements To improve its recruitment strategy, the company should enhance its ads with appealing visuals and highlight attractive compensation packages, as well as consider posting on partners' websites Engaging with universities and colleges for potential applicants is another effective method that remains untapped Additionally, to bolster its reputation in the labor market, the company participates in environmental and charitable activities, contributing to funds for disadvantaged individuals and supporting heroic Vietnamese mothers through visits and gifts.
2.2.2.2 Current situation of the pool of applicants
Recruiting applicants from internal sources:
When recruiting from internal sources, the company focuses on qualified and experienced staff for leadership and high-ranking management roles For other positions, applicants are selected from current employees across various departments, including those seeking transfers or recommended by supervisors This approach is effective, as employees who have been with the company for a year possess a deep understanding of its culture and have gained valuable experience, enabling them to excel in new roles.
Internal recruitment at Kinex streamlines the hiring process by bypassing standard procedures When new staffing needs arise, department heads notify the HR department and the relevant division The HR department then drafts a request for the Administrative Department's review Upon approval, the Director authorizes department heads to evaluate their current staff for potential promotions or transfers.
The HR department will announce internal job openings on the company's website, allowing suitable candidates from other departments to be evaluated for promotion or transfer This streamlined internal recruitment process eliminates the need for interviews, reducing costs and maximizing the use of existing talent However, it may limit visibility to potential applicants who are unaware of the opportunities, potentially excluding qualified staff from consideration Ultimately, while this method is efficient, it may overlook capable candidates who wish to apply.
Recruiting applicants from external sources
When staff for new positions cannot be recruited from internal sources, the company will recruit from external sources The main external sources at Kinex are:
Graduate students from universities, colleges and intermediate schools
Children of employees in the industry: priority is given to children of employees working in the industry who meet all job criteria and are recommended by company’s staff.
The company posts public recruitment notices in the company by: sending emails and posting recruitment notices on company’s official website
The company utilizes various public media channels to post job advertisements, including newspapers like Mua va Ban and online platforms, particularly recruitment websites Currently, recruitment notices are featured on sites such as tuyendung.com.vn, 24h.com.vn, careerlink.vn, and timviecnhanh.com.
As the demand for facilities and technical infrastructure rises, particularly in Northern regions, Kinex is expanding its production capabilities, leading to a significant recruitment need of approximately 80 employees each quarter The company primarily sources candidates through online platforms and its own website, benefiting from advancements in information technology that facilitate cost-effective connections between employers and applicants Acknowledging these advantages, Kinex prioritizes posting job openings on popular recruitment websites However, the effectiveness of its recruitment process remains limited, and there is a lack of diverse recruitment strategies.
The company has overlooked the importance of recruiting candidates from universities, colleges, and vocational schools, missing out on a valuable opportunity to connect with these institutions Establishing strong relationships with educational organizations is a proven strategy for attracting high-quality applicants.
The data indicates that internal sources primarily consist of employees promoted or transferred to higher positions within the company, while external sources refer to applicants seeking worker positions In 2013, 15 internal candidates were selected compared to 65 from external sources, resulting in a ratio of 4.4 times more external applicants In 2014, these numbers were 14 internal and 64 external, maintaining a ratio of 4 to 1 By 2015, the external applicant count rose to 97, with only 20 from internal sources, reflecting a 3.5 times higher recruitment from external sources This trend underscores the company's need to hire new staff to support its economic growth and business strategies.
The data indicates a growing trend in the number of applications submitted to the company, accompanied by an increase in the competition ratio This suggests that job positions within the company are becoming increasingly appealing to potential candidates.
2.2.3 Evaluating the effectiveness of human resources recruitment
The company employs a professional and efficient recruitment process tailored to various positions, ensuring a high success rate of 92-97% for meeting job requirements Applications are meticulously screened based on specific criteria such as qualifications, experience, and work history, complemented by preliminary questions that assess applicants' hobbies, goals, and motivations Well-prepared recruitment tests, evaluated against a predetermined answer key, promote fairness and transparency, while thorough medical checks ensure candidates are in good health Recruitment outcomes are publicly posted on the company’s website and notice boards, reinforcing trust and competition among applicants, which bolsters the company's reputation Annually, the company meets its recruitment objectives, attracting quality staff who quickly adapt to the workplace culture, thanks to leadership's focus on recruitment The organization's structure is continuously refined to establish clear guidelines for recruitment and training, delineating responsibilities across divisions The company has cultivated a strong reputation with customers and state agencies, facilitating the attraction of job applicants Notably, 80% of recruits hold undergraduate or postgraduate degrees, primarily comprising young males aged 30 to 40, aligning with the business's operational needs.
SOLUTIONS AND DIRECTIONS TO COMPLETING HUMAN
Complete the human resources recruitment
3.2 Recommendations for complete the recruitment
CHAPTER 1: LITERATURE REVIEW 1.1 Overview of human resources recruitment
1.1.1 Definition and the role of human resources
Human resources (HR) encompasses a diverse range of activities related to the employer-employee relationship, including hiring and firing, managing organizational culture, and navigating legal issues HR professionals are involved in creating organizational charts, settling disputes, developing benefits programs, and ensuring compliance with government regulations The field offers various specialist tracks, such as training, legal compliance, and pension administration, making it suitable for both specialists and generalists Essentially, HR is a multifaceted discipline that plays a crucial role in shaping workplace dynamics and employee engagement.
In recent years, Human Resources (HR) has evolved from a support role to a strategic partner in business, as companies like Nokia, Intel, and Panasonic demonstrate that effective HR practices foster supportive employee environments and robust corporate cultures, resulting in enhanced shareholder returns through increased innovation, efficiency, and productivity However, globalization presents new challenges for HR, including the management of diverse employee regulations across various countries and cultures Additionally, advancements in technology offer opportunities to streamline HR operations, enabling practices such as online benefits programs, e-learning, and automated payroll systems.
The responsibilities of HR practitioners vary significantly based on company size In larger organizations, HR roles are often divided into generalist and specialist functions, with corporate HR focusing on policy development and field HR managing implementation and daily operations Conversely, smaller and midsized businesses, particularly those with fewer than 1,000 employees, are increasingly outsourcing HR functions Key HR responsibilities, including staffing, executive recruitment, compensation, benefits consulting, and HR systems, have evolved into multibillion-dollar service sectors that support in-house HR operations.
HR practitioners encounter diverse challenges depending on the industry, with key areas such as compensation, staffing models, training, and company culture differing significantly between sectors like consumer products, retail, and healthcare An insider notes that the high-tech industry presents unique dynamics compared to unionized or governmental environments Therefore, gaining industry-specific knowledge can provide a competitive advantage during job interviews.
In any organization, HR professionals emphasize the importance of maintaining composure under pressure, adaptability, and the ability to transition seamlessly between various roles, including administrator, counselor, and negotiator While some specialized positions, like compensation and benefits, demand strong data analysis skills, others, such as training, organizational development, and employee relations, rely heavily on effective communication and high emotional intelligence.
1.1.1.2 The role of human resources
Human Resource Management (HRM) plays a crucial role in the success of organizations by significantly influencing their growth and overall performance In today’s dynamic business environment, characterized by rapid technological advancements and evolving management practices, it is essential for HR managers to stay updated with these changes By adopting effective and efficient management strategies, HRM can drive organizational success and enhance business outcomes.
Research in human resource methods plays a crucial role in enhancing both domestic and international economies by maximizing worker productivity The hiring process serves as a foundational system for cultivating an effective workforce, where the principles of optimal human resource practices are established By focusing on continuous skill improvement and utilizing diverse training methods, organizations can develop a more competent and productive workforce.
The recruitment phase is crucial for the success of any HR program, significantly impacting its outcomes HR managers utilize a variety of tools and methods to ensure a fair hiring process, which is essential for achieving the desired results for the organization.
1.1.2 Definition of human resources recruitment
Recruitment in human resource management refers to the comprehensive process of identifying and hiring the most qualified candidates for job openings efficiently and cost-effectively This process involves searching for potential employees, encouraging them to apply, and spans the entire life cycle from assessing the company's needs for a specific role to successfully onboarding the new employee into the organization.
The recruitment process encompasses several key activities, including analyzing job requirements, attracting potential candidates, screening applicants, selecting the best fit, hiring new employees, and integrating them into the organization.
The recruitment process is essential not only for identifying the most qualified candidates to fill positions within a company but also for aligning these individuals with the organization's goals Additionally, an effective recruitment strategy contributes to building a strong workforce and enhancing overall organizational performance.
1.1.2.1 To ensure proper alignment of skill sets to organizational goals.
Through recruitment, organizations make sure that the skill sets of the staff or manpower of the company remains aligned to its initiatives and goals.
If certain positions are identified as not contributing to the organization's goals, appropriate actions can be taken to address this issue, such as job redesign, workforce restructuring, or implementing job enrichment programs.
1.1.2.2 Ensuring effective and efficient recruiting.
Effective recruiting ensures that the selected candidate possesses the necessary skills, talents, and qualifications for the job, while efficient recruiting focuses on minimizing costs during the hiring process By adhering to a structured recruitment process, organizations can significantly enhance their chances of securing the most suitable candidate for the position.
Organizations can approach their hiring processes in various ways; however, lacking a systematic approach or clear guidelines can lead to increased expenses.
Hiring the wrong or unqualified individual can lead to significant resource waste for a company This misstep not only hinders the organization's long-term goals but also results in unnecessary investment in training an employee who ultimately does not fit the role.
1.1.2.3 Ensuring compliance with policies and laws.