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 spectrum of activities related to the employer-employee relationship, including hiring and firing, shaping corporate culture, managing employee communications, and resolving disputes HR professionals also create benefits programs, navigate government regulations, address legal issues like sexual harassment and occupational safety, and establish policies for performance measurement, compensation, recognition, and training This field offers opportunities for both specialists and generalists, with various tracks available, from training to legal compliance, making HR a versatile career choice for many.
In recent years, Human Resources (HR) has evolved from a support role to a strategic partner in business, as companies recognize that employees are a vital source of competitive advantage Leading organizations like Nokia, Intel, and Panasonic have demonstrated that effective HR practices foster supportive environments and strong corporate cultures, resulting in enhanced innovation, efficiency, and productivity, ultimately yielding superior returns for shareholders However, globalization has introduced complexities to the HR function, necessitating the management of diverse employee regulations across various countries and cultures At the same time, advancements in technology offer new opportunities for streamlining HR processes, including online benefits programs, e-learning, and automated payroll systems, enhancing overall HR administration.
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 companies, typically with fewer than 1,000 employees, are increasingly outsourcing some or all HR functions Key HR responsibilities, such as staffing, executive recruitment, compensation, and benefits consulting, have evolved into multibillion-dollar service sectors that support in-house HR operations across both small and large organizations.
HR challenges differ significantly across industries, with aspects like compensation, staffing, training, and company culture varying between sectors such as consumer products, retail, and healthcare An insider highlights that the high-tech industry contrasts sharply with unionized or governmental environments, emphasizing that gaining industry 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 capability to transition swiftly between roles such as administrator, counselor, and negotiator While certain specialist positions, like those in compensation and benefits, demand advanced data analysis skills, other roles—including 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 business growth and overall performance In today's dynamic business landscape, marked by rapid technological advancements and evolving policies, it is essential for HR managers to stay updated with the latest and most effective management practices This adaptability ensures that organizations can thrive amidst constant change.
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, establishing the groundwork for optimal human resource practices By focusing on continuous skill development and implementing diverse training methods, organizations can create 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 fair hiring processes, ultimately helping firms achieve their desired results more effectively.
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 full life cycle begins with assessing the company's needs for a specific role and culminates in the successful onboarding of 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 effectively integrating them into the organization.
The primary purpose of the recruitment process is to identify the most qualified candidates for positions within the company, ultimately aiding in the achievement of organizational goals Additionally, the recruitment process plays a vital role in enhancing the overall effectiveness of the workforce and ensuring a good fit between candidates and the company 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 roles are identified as hindering the organization's progress toward its goals, appropriate measures such as job redesign, workforce restructuring, or implementing job enrichment programs can be taken to address the issue effectively.
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 focuses on minimizing costs during the hiring process By adhering to a structured recruitment strategy, organizations can enhance their chances of securing top talent while maintaining budgetary efficiency.
Organizations can adopt various approaches to their hiring processes; however, lacking a structured system or clear guidelines can lead to increased costs for the company.
Hiring the wrong or unqualified individual can lead to significant resource wastage for a company This misstep not only hampers long-term goal attainment 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.
The Recruitment Process
Organizations often have unique recruitment procedures tailored to their specific structures and needs, but we will focus on the general recruitment process commonly adopted across various 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 outsourced entirely or partially to recruitment agencies.
The Human Resources department leads the recruitment and selection process, but managers and relevant employees often play a significant role in this procedure The effectiveness and cost efficiency of employee referrals have increased the involvement of hiring department employees in attracting suitable candidates.
Organizations must invest time and resources in creating an effective recruitment process to attract quality employees Inadequate candidate screening can lead to wasted training efforts on individuals who may not remain with the company or may not contribute productively Additionally, the hiring process should clearly communicate job expectations to candidates, as even highly-qualified individuals may decline offers if their needs are not met Ultimately, an unsatisfied employee is less likely to be productive, highlighting the importance of a thorough and transparent hiring process.
The recruitment process begins with the creation of a vacancy due to a new position, employee termination, promotion, or resignation Following this, the job is evaluated, and a corresponding job description is crafted, outlining the necessary qualifications for candidates The organization then advertises the position through various channels such as websites, newsletters, and job boards Applications are reviewed, with unqualified candidates being eliminated 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, it is essential for the organization to assess the necessity of the vacant position Determining whether the organization will face challenges if the role remains unfilled is crucial If there is a genuine need for the position to be occupied, the organization can move forward with recruitment efforts.
Conducting a thorough job analysis is essential for human resources and hiring managers to clearly define the responsibilities and expectations for the open position This systematic approach ensures that all management members understand the specific requirements needed from 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 not currently listed in their job roster, prompting the creation of a new role to address this requirement.
Job analysis is crucial for identifying the specific activities and required attributes of a position, forming the foundation of an effective job description Accurate job descriptions are essential, as they will be utilized in job advertisements to attract the right talent Typically, a comprehensive job description encompasses key responsibilities, necessary skills, and qualifications relevant to 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 is essential to review it for accuracy and relevance to ensure it reflects the current needs of the position If existing job descriptions are in place, they should also be revisited to verify their accuracy and applicability An outdated job description may highlight the necessity for updates to align with the current status of the role.
There are three positive outcomes from conducting a review of the job description:
Ensuring continuous improvement of the organizational structure is vital for conducting efficient audits to identify redundant jobs and necessary roles Evaluating competencies for each position is essential as job requirements evolve with changing circumstances, ensuring that employees possess the necessary skills Additionally, assessing wages or compensation helps management identify potential underpayment issues, which can lead to employee dissatisfaction By reviewing job descriptions, management can ensure that compensation aligns with the skills required, ultimately leading to an effective job description that attracts top talent.
1.2.2.2 Setting minimum qualifications for the employee who will do the job.
To be considered for the position, applicants must meet specific basic requirements that are essential for performing the job's core functions These qualifications should be directly related to the duties and responsibilities outlined for the role Additionally, the organization may specify preferred qualifications beyond the minimum requirements to further refine their candidate selection.
The salary for a position should reflect the duties and responsibilities associated with the role, ensuring it falls within an appropriate range In addition to adhering to legal requirements, such as minimum wage laws, organizations must consider prevailing industry rates when determining compensation.
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.
During this stage, the organization announces an open position and seeks candidates to fill it Before advertising, it's essential to identify the best sources for potential applicants, ensuring targeted recruitment efforts By understanding where suitable candidates are likely to be found, the organization can effectively direct its advertising strategies.
Organizations utilize various strategies to advertise job openings, with networking being one of the most effective methods By attending college and career fairs, companies can connect directly with top students, particularly in the tech industry, to attract fresh talent Another essential approach is posting job vacancies both internally and externally, ensuring visibility among current employees and potential applicants This can include announcements on bulletin boards, flyers, and listings on company websites or job boards Additionally, traditional media advertising, such as classified ads in newspapers, remains a vital tool for reaching suitable candidates To draw the best talent, companies should offer competitive salaries, bonuses, and professional development opportunities while leveraging their reputation as a desirable employer known for fostering employee growth.
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 reached 80 billion, facilitating necessary investments to expand production and business operations On November 5, 2013, Kinex officially listed 8 million shares on the Hanoi Securities Trading Over its 30+ years of development, Kinex has successfully completed hundreds of thousands of projects nationwide, establishing a strong reputation and market position that earns the respect and appreciation of both domestic and international clients, thereby fostering trusted relationships with business partners in shared interests.
The company specializes in investment and development within the civil and industrial construction sectors, focusing on housing, transportation infrastructure, irrigation systems, and urban engineering projects It also engages in trading new urban development, infrastructure, and industrial real estate Additionally, the company produces and trades building materials, supplies, and construction equipment, contributing to the growth of industrial parks and essential utilities like water supply and energy transmission.
Kinex Jsc is embracing global integration by diversifying beyond traditional sectors, focusing on the import and export of machinery, equipment, and construction materials Additionally, the company is engaged in the exploitation and trading of water and electric energy, positioning itself as a key player in modern economic sectors.
Kinex Jsc is a trusted partner for both domestic and international clients, consistently enhancing its service quality The company is dedicated to innovation and fully leveraging 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 is essential to understand the recruitment process.
Situation of human resources recruitment at Kinex in 2013
A recruitment plan is a strategic framework designed for recruiters and hiring teams to follow 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 team members involved.
As a recruiter, efficient planning enhances the hiring process, providing line managers with valuable insights into time-to-hire metrics Understanding the duration of vacancies allows department heads to implement necessary contingency plans While there is no universal recruitment strategy, core steps exist that are fundamental to all hiring processes Starting with these essential elements enables the creation of a flexible plan that can be optimized over time To maintain an active recruitment process, the Human Resource department conducts quarterly assessments of recruitment needs across various departments and presents this summary to the General Director for feedback and approval After pinpointing the specific recruitment requirements for the year, the HR department formulates a recruitment plan aligned with the company's hiring procedures.
2.2.2 The step-by-step implementation of recruitment process
Based on the recruitment demand certificate approved by the Company Director, the Human Resource (HR) department will post recruitment notices Each notice must include an overview of the company, 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 provides a clear and concise overview of available positions, including detailed job descriptions, requirements, and benefits This comprehensive notice simplifies the application process, allowing candidates to easily understand how to apply for roles within the company.
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 carried out at Kinex The length of the recruitment process varies based on the nature of the position, with management roles requiring a more extensive selection period to identify the best candidates.
The company primarily attracts job applicants by posting recruitment notices on reputable websites, but this approach lacks creativity and uniqueness To enhance its recruitment efforts, the company should consider using eye-catching images and colors in its advertisements, highlighting attractive compensation packages, and partnering with other websites for broader visibility Additionally, reaching out to universities and colleges could help identify potential candidates To improve its reputation in the labor market, the company has engaged in environmental protection and charity activities, contributing to funds for the underprivileged 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 internally, the company strategically selects candidates who are already familiar with its operations and culture For leadership and high-level management roles, the focus is on qualified and experienced staff who meet specific job criteria For other positions, the company considers current employees from different departments or plants, those seeking transfers, and referrals from supervisors This internal recruitment approach is effective, as employees with a year of experience possess a deep understanding of the company’s characteristics, enabling them to excel in new roles.
Internal recruitment at Kinex streamlines the hiring process by bypassing standard procedures When a department identifies a need for new staff, the department head notifies the HR department and the relevant division The HR department then prepares a request for the Administrative Department's review Upon approval, the Director issues a directive for department and division heads to evaluate their current staff.
The HR department will announce internal job openings on the company website, allowing other departments to submit evaluation reports for suitable candidates After reviewing these reports, HR will make promotion or transfer decisions, which are then presented to the General Director for approval This internal recruitment process is efficient and cost-effective, as it eliminates the need for interviews and optimizes existing human resources However, it may limit visibility to potential applicants, as not all staff are aware of the opportunities, potentially overlooking qualified candidates.
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 actively posts job advertisements on various public media platforms, including newspapers like Mua va Ban and online recruitment sites Currently, recruitment notices can be found on popular websites such as tuyendung.com.vn, 24h.com.vn, careelink.vn, and timviecnhanh.com.
As the demand for facilities and technical infrastructure rises, particularly in the North, Kinex is expanding its production capabilities and actively recruiting, averaging 80 new 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 job seekers Recognizing these advantages, Kinex focuses on posting job openings on popular recruitment sites; however, its recruitment process lacks effectiveness and diversity in methods.
The company has overlooked the importance of recruiting candidates from universities, colleges, and vocational schools, missing out on the opportunity to establish strong connections with these educational institutions, which is a proven strategy for attracting high-quality applicants.
The analysis of employee recruitment reveals a significant reliance on external sources, with external applicants consistently outnumbering internal promotions and transfers In 2013, 15 employees were promoted internally compared to 65 external applicants, indicating that external recruitment was 4.4 times greater This trend continued in 2014, with 14 internal promotions versus 64 external applicants, maintaining a ratio of 4 to 1 By 2015, the disparity widened further, with 20 internal promotions against 97 external applicants, a ratio of 3.5 to 1 This trend underscores the company's strategic need to recruit new talent to support its economic growth and business objectives.
The data indicates a rising trend in the number of applications submitted to the company, reflecting an increase in competition for available positions This surge suggests that job openings at the company are becoming increasingly appealing to prospective applicants.
2.2.3 Evaluating the effectiveness of human resources recruitment
The company has established a professional and efficient recruitment process tailored for various positions, resulting in a remarkable 92-97% retention rate of qualified staff Applications are meticulously screened based on specific criteria such as qualifications, experience, and work history, supplemented by preliminary questions that assess applicants' hobbies, goals, and personal competencies Well-structured recruitment tests ensure fair and transparent evaluations, while thorough medical checks confirm the health of selected candidates Recruitment outcomes are transparently shared on the company’s website and notice boards, fostering trust and enhancing the company’s reputation Each year, the company successfully meets its recruitment targets, attracting a quality workforce that quickly adapts to its culture, largely due to the leadership's focus on the recruitment process The organization continually refines its structure to clarify responsibilities, which further strengthens its recruitment and training guidelines With 80% of new hires holding undergraduate or postgraduate degrees, the company predominantly recruits young males aged 30 to 40, aligning with its business needs and production characteristics.
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 essential for managing the employer-employee relationship Key responsibilities of HR professionals include hiring and firing, developing organizational structures, shaping corporate culture post-merger, managing employee communications, resolving disputes, and creating benefits programs Additionally, HR navigates government regulations, addresses legal issues like sexual harassment and occupational safety, and implements policies for performance measurement, compensation, recognition, and training With opportunities for both specialists and generalists, HR offers various career paths, from training to legal compliance, making it a versatile field for many professionals.
In recent years, Human Resources (HR) has evolved from a traditional support role to a strategic asset in business, as companies like Nokia, Intel, and Panasonic demonstrate that effective HR practices foster supportive environments and strong corporate cultures, leading to enhanced innovation, efficiency, and productivity This shift highlights employees as a vital source of competitive advantage, ultimately resulting in superior shareholder returns However, globalization has introduced complexities to the HR function, necessitating the management of diverse employee regulations across various countries and cultures Additionally, advancements in technology offer new opportunities for HR, enabling streamlined administration through online benefits programs, e-learning, and automated payroll processes.
The responsibilities of HR practitioners vary significantly based on company size In larger organizations, HR roles often encompass both generalist and specialist functions, with corporate teams focused on policy development and field teams implementing programs and addressing daily issues Conversely, smaller businesses, particularly those with fewer than 1,000 employees, are increasingly outsourcing some or all HR functions Key responsibilities such as staffing, executive recruitment, compensation, and benefits consulting have evolved into multibillion-dollar service sectors that support in-house HR operations.
HR challenges differ significantly across industries, with compensation, staffing, training, and company culture in consumer products contrasting sharply with those in retail and healthcare An insider notes that the high-tech sector presents unique dynamics compared to unionized or government settings, emphasizing that understanding industry specifics can provide a competitive advantage during interviews.
In any organization, HR professionals emphasize the importance of maintaining composure under pressure, adaptability, and the capability to transition swiftly between roles such as administrator, counselor, and negotiator While specialized positions like compensation and benefits focus more on data analysis, roles in training, organizational development, and employee relations prioritize strong communication skills 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 policies, it is essential for HR managers to stay updated with the latest and most effective management practices This adaptability enables them to effectively navigate changes and drive organizational success.
Research in human resource methods plays a crucial role in enhancing both domestic and international economies by maximizing employee productivity The hiring process is fundamental in building an effective workforce, laying the groundwork for optimal human resource practices By focusing on continuous skill development and utilizing diverse training methods, organizations can cultivate a more competent and productive workforce.
The recruitment phase is crucial for the success of any HR program, as it directly influences hiring outcomes HR managers utilize a variety of tools and methods to ensure a fair recruitment 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, 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 needs for a specific role and concluding with the successful integration of the new employee into the organization.
The recruitment process encompasses several key activities, including analyzing job requirements, attracting potential candidates, screening applicants, selecting suitable individuals, hiring new employees, and facilitating their integration into the organization.
The recruitment process is essential not only for identifying the most qualified candidates who align with the company's goals but also for enhancing overall organizational effectiveness It plays a crucial role in building a strong workforce that contributes to achieving strategic objectives and fostering 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 identified as not contributing to the organization's goals, appropriate measures such as job redesign, workforce restructuring, or implementing job enrichment programs can be taken to address the issue effectively.
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 strategy, organizations can significantly enhance their chances of securing the ideal candidate for each position.
Organizations can adopt unique hiring processes; however, lacking a structured system or clear guidelines may lead to unnecessary expenses for the company.
Hiring an unqualified individual can lead to significant resource wastage for a company, as it not only hampers long-term goal achievement but also results in unnecessary training expenses for an employee who ultimately does not fit the role.
1.1.2.3 Ensuring compliance with policies and laws.