ASSIGNMENT 1 FRONT SHEET

Qualification BTEC Level 4 HND Diploma in Business

Unit number and title Unit 3 Human resource management

Submission date 24/10/2021 Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Phạm Nguyên Anh Student ID GBS200417

Class GB0908B Assessor name Nguyễn Thị Kim Hảo

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TABLE OF CONTENTS
A. INTRO
B. HUMAN RESOURCE MANAGEMENT
I. Definition of HRM
II. The purpose of the HRM
III. The key roles of the HRM
IV. Responsibility of the HRM
1. Recruitment and training
2. Assess the effectiveness
3. Maintain working atmosphere
4. Dispute management
V. the significance that HR plays in acquiring talent to meet business objectives
1. Function
2. Mission
C. HUMAN RESOURCE MANAGEMENT PRACTICES
I. Workforce plaining
1. Definition
2. Benefits
3. Factors need to be considered
4. Application for FPT corporation
Page 12
a. Internal factors
b. External factors
 II. Recruitment and Selection
1. Recruitment
a. What is recruitment?
b. Recruitment methods
c. Alternatives to recruitment
2. Selection
a. What is Selection?
b. Selection process
3. FPT’s recruitment and selection
a. Human resource Selection process at FPT
b. The process of recruiting senior officials
c. Evaluation of recruitment and selection system of FPT corporation
III. Training and development
1. Definition
2. Types of training
3. Kirk Patrick Model
4. Benefits of Training
5. Training and development of FPT
IV. Reward Management
1. Definition
2. Types of reward
Page 13
3. Benefits of reward
4. FPT’s reward
V. Performance Management
1. Definition
 2. Steps and methods to monitor employee performance
3. Benefits
4. FPT performance management
VI. different methods used in HRM practices ( training and development) and specific
examples to support evaluation within an FPT's organizational context.
1. Benefits the employees can experience when becoming official staff in FPT
2. The effectiveness of these FPT’s HRM practices on organizational performance
VII. Different methods used in HRM practices ( training and development) and specific
examples to support evaluation within an FPT's organizational context.
D. CONCLUSION
E. REFERENCE LIST
A. INTRODUCTION
FPT is that the largest ICT companies within the private sector in Vietnam with nearly 28,000 employees, including
16,323 technology experts, engineers, developers. As a multinational company, FPT currently operates in
four areas: Information Technology and Telecommunications; Finance and banking; Real estate; Education
and training.
Mission in stage 2019-2020:
 Becoming a Digital Business and a world leader in Digital Conversion services.
 Creative and innovating with customers in Vietnam and round the world, providing solutions and
services to assist them transform into Business / Digital Organization.
  Actively participate in building Digital Government, Smart Transportation, Smart Health, Smart
Education, Smart Energy, Smart Telecommunications, and Smart Manufacturing.
 Meet the requirements and interests of tens of a lot of users anywhere and anytime with the touch of a
personal digital device.
Core value:
“RESPECTFUL – INNOVATIVE – TEAM-SPIRITED” means “Respect individual – Innovative spirit – Team spirit”
are the values that each one FPT members shares together. “OBJECTIVE – EXEMPLARY – WISE” means “Objectives
– Exemplarity – Wisdom” are the values FPT leaders must possess.
Purpose:
Bring satisfaction to customers through the most effective technology services, products and solutions. At the identical
time, FPT constantly researches and pioneers in new technology trends, contributing to affirming Vietnam's
position within the 4th technological revolution - the Digital Revolution. FPT will pioneer to supply comprehensive
digital transformation services to organizations and businesses on a world scale. Through the corporate, during this article, we are going to find
out about HRM and HRM practice, and from there have a
clearer view of how the HR department of this company is.
B. HUMAN RESOURCE MANAGEMENT

I. Definition of HRM:

Human Resource Management is abbreviated as HRM.

Human resource management is that the process of making and using all the tools, means, methods and
solutions to properly and effectively exploit the employees' capabilities and forte, ensuring the
 implementation of human resources. (long-term) goals of the business and of every employee within the business.
It can even be understood that human resource management is managing people within the relationship between
employers and employees so as to realize the business strategic goals of the business and to satisfy the
individual needs of worker.

II. The purpose of the HRM:

The goal of human resource management is to produce businesses with an efficient workforce. To achieve
this goal, managers must understand how to recruit, develop, evaluate, and maintain their employees.
In order to own the human resources to fulfill the event strategy, human resource management
must aim to accomplish the subsequent four basic objectives:
Social objectives: Enterprises must meet the wants and challenges of society, they operate for the benefit
of society, not just their own.
The goal belongs to the organization: Human resource management is finding the correct way for departments
as well because the whole enterprise to own effective people working. Human resource management itself isn't
the end; it's just a method to assist businesses achieve their goals.
Functional goals and missions: Each department has its own functions and duties, so each department must
contribute to the goals of the business.
Personal's goal: Managers must help their employees achieve their personal goals. Managers must remember
that if they forget their employees' personal goals, productivity will decrease, and employees may leave the
business.

III. The key roles of the HRM:

 Many businesses, especially those in developed countries, are cognizant of the role of human resources.
Many businesses perceive people as their invaluable strategic resource. Modern managers think that the
workforce is that the customer inside the business. With such a view, human resource management in enterprises
today has the most role of:
- Helping to attain strategic business goals of the business.
- As part of enterprise development solutions.
- Satisfying the requirements of workers.

IV. Responsibilities of the HRM:

The main functions of the human resources management department (HRM) include recruitment, training,
performance evaluation, employee promotion, internal communications, labor safety, and more. The
following are the key functions that the human resources department of a typical enterprise is responsible
for.
1. Recruitment and training:
This is one among the most functions of the personnel management department. Personnel are liable for
planning and hiring strategies to draw in the correct talent to the corporate.
They are to blame for designing criteria that match specific job descriptions. Other duties of an employee
relating to employment include establishing the scope of labor and obligations of the worker.
Based on these two factors, human resources management will prepare contracts for brand spanking new employees. When
necessary, personnel also directly train employees per requirements from the business. Accordingly,
new employees can improve their skills to higher meet their new roles.
2. Assess the effectiveness:
 The Human Resources Department encourages employees within the organization to figure together, help them
reach their full potential, and offer suggestions to assist employees improve their efficiency.
Personnel are those that regularly communicate with employees to supply them with the required
feedback on performance and help employees define their roles.
This is very beneficial because it allows employees to obviously outline goals; accordingly, helping them easily
accomplish the opposite goals wholeheartedly. If done regularly, the effectiveness assessment will create great
motivation for workers.
3. Maintain working atmosphere:
This is a very important function of the personnel management department because the performance of
employees within the organization is basically influenced by the atmosphere or culture of co-working.
Good working conditions are one in every of the advantages employees can expect from an efficient human resources
management department. A safe, clean and healthy environment helps employees reach their best potential.
The friendly working atmosphere also increases employee satisfaction.
4. Dispute management:
In a corporation, there are many issues that may arise that may result in disputes between workers and
employers. It is said that contradictions are inevitable.
In this context, the HR department acts as a consultant and mediator to effectively resolve issues.Page 18
First, personnel hear complaints and frustrations of employees. They then come up with suitable
solutions to unravel them. In other words, the human resource management department is chargeable for
timely action and to stop the matter from becoming too serious.

V. The significance that HR plays in acquiring talent to meet business objectives:

 Vietnam's economy is increasingly developing and has been on the thanks to integrate with the globe economy.
However, the increasingly volatile business environment requires managers to come back up with business
strategies generally and human resources specifically to accomplish goals quickly. Human resource
management is often a determinative for the success or failure of an enterprise, because human resources
are the core factor that makes the strong competitiveness of any business. to urge a stronger understanding
of human resource management activities in an exceedingly realistic way, contact and conduct research at FPT Telecom
Joint Stock Company.
To attract employees to re-room Human resource management of FPT must have a sexy recruitment
policy:
1. Function:
Manage, organize and implement recruitment activities of FPT and its member units, ensuring sufficient
human resources for the Group.
2. Mission:
-Employee branding: The decide to build and maintain the image of the business to hiring people. Accordingly,
the Recruitment Department will build the image of FPT because the best option within the market and talent for
working for the corporate, planning to develop and produce this image to any or all employees at FPT's markets as
well as maintain this image for an extended time.
- Database: Regularly searching and adding new and qualified resumes into the candidate database system,
ensuring the readiness to retort to any needs of the corporation in terms of personnel growth of all
positions. together with searching, the Recruitment Department is to blame for backing up and updating
candidates' data, making basic surveys about suitable candidates for FPT at each stage of development.
- Head-hunting: This task includes finding and assisting in bringing good candidates to FPT environment, as
 well as evaluating the effectiveness of their jobs.
- Managing club: update the list of talented students from universities, create an environment for college kids
to exchange with one another, participate in learning and dealing programs at FPT, then create a source of
staff supplementing FPT within the later period of human competition.
Fairness and respect are the foremost important cultural traits, which are necessary conditions to draw in and
retain talents in employers who attract employees like FPT. it's not difficult for FPT to own talent.

C. HUMAN RESOURCE MANAGEMENT PRACTICES

I. Workforce Planning

1. Definition:
Workforce planning (human resource planning) may be a process of implementing plans and programs to make sure
that the organization will have the correct number of individuals at the proper place, the correct time and therefore the right
place. it's also the method of researching, determining the requirements of human resources, making policies and implementing programs and
activities to make sure that the enterprise has enough employees, with appropriate
qualifications and skills for public employees to realize high productivity, quality and efficiency.
2. Benefits:
- Set strategic directions
- Analyzing labour, identifying skills and conducting working class analysis
- Develop an action plan
- Implementing the action plan
- Track, evaluate and modify
It is an absolutely essential element on the organization's path of success. Strategic workforce planning can
 bring many benefits to your organization, including retaining employees, identifying talents, identifying skills
gaps and supporting your budget. a good strategic workforce plan can really be a guide for all areas of
your organization. More specifically, strategic workforce planning could be a key feature of a well-functioning
organization. All of the foremost successful businesses use strategic workforce plans to forecast the long run of the
market, analyze performance metrics and stop losses to their corporate image.
3. Factors must be considered:
- Internal factors: Internal factors have a profound effect on HRM.
The internal environment is included:
+ Goals - The goals of the business affecting management activities include HRM. this can be a part of the
internal environment of the business, affecting various professional departments and particularly human
resources management
+ Policy: Human resource policies are the guiding principles, rules, methods, procedures established in
association with recruitment, training, administration and employment of human resources to support and
promote the implementation of predetermined target of the business.
+ Culture: Cultures have a vital impact on approaches to managing people. The socio-cultural
environment during which a business operates will have a crucial impact on human resource management
(HRM). The cultural and social environment includes things like work ethic, attitude toward work and
employee motivation. If work-life balance is more important, a generous and vacation is more
motivating.
The social view and morality of a society on the role of business in society will affect the way HRM works.
For example, within the old days, child labor wasn't considered unethical. Now, it's not only considered
unethical, but it's also illegal.
 + Skill Inventories: A tool that managers can use to assess the present capacity of the Human Resources
organization may be a repository of skills. The skill inventory will provide a snapshot of the time the organization
is currently within its capabilities. the employment of skill inventories may be invaluable to fulfill company goals and
objectives and to create better management and personnel decisions.
A skills inventory summarizes the present employee's skills, education and skill. reckoning on the dimensions
and complexity of a business, the method of preparing a list of skills will vary.
+ Succession plan: Succession planning could be a process of identifying and developing new leaders who can
replace the old leaders after they leave or retire. Succession planning increases the supply of
experienced and willing employees to require on company roles. In dictatorship, Succession planning aims to
continuously lead, to forestall a chaotic power struggle by preventing power gaps. In monarchy, succession
is usually resolved within the order of succession.
+ turnover Rate: employee turnover is that the ratio of employees quitting to the common number of
employees in an exceedingly year, quarter or month to live the speed of turnover rate. High turnover rates also
greatly affect the company's business indicators. The direct effects are: Increasing recruitment, recruitment
and training costs per capita. The indirect effect is to extend the workload for those that remain, reducing
labor productivity thanks to psychological effects. Especially, the pass-through reaction implies that the
employees leave in mass, or the outcome.
- External factors (PEST): The external environment includes forces like politics, economy, society,
technology, demographics, etc. which greatly affect HRM.
+ Political - The political environment includes the impact of political institutions on HRM practices. For
example, the democratic form of government raises workers' expectations for his or her well-being. Politics also affect
personnel management, binding businesses on hiring and remuneration for workers: requiring good labor
 relations.
+ Economic - Economic forces include growth strategies, industrial production, per capita income, money
and capital markets, competition, industrial labor and globalization. All of those forces have a big
influence on wages and salaries. Increasing unemployment and job retention also affect recruitment options
and staff selection in organizations. The economic situation and business opportunities greatly affect the
workforce planning. When there are economic fluctuations, businesses must know the way to regulate the
activities to be able to adapt and develop well. it's necessary to keep up a highly skilled workforce in order that
when there are new opportunities, it'll be able to continue expanding business. Or if business is shifting
to a brand new commodity, workers have to be retrained. On the one hand, the enterprise must maintain the
skilled labor, on the opposite hand to scale back labor costs, the enterprise must consider reducing working hours,
giving employees temporary leave for work or welfare reduction.
+ Socio-Culture - The cultural and social characteristics of every country and every region also significantly
affect human resources management with different value scales, gender, class ...
+ Technological - Technology could be a systematic application of organized knowledge to practical tasks. Scientific
and technological development has posed many challenges in personnel management; It requires
strengthening training, re-vocational training, rearranging the labor pool and attracting new highly skilled
human resources.
4. Application for FPT corporation:
Our country's economy could be a laissez-faire economy with the regulation of the state, so it's prominent because the
competitiveness. Organizations normally and businesses particularly are forced to boost their
organization, during which the human factor is that the decision for a corporation to grow, not only the proper business
strategies, but most significantly, people - the core element of all strategies. To do this, right from the
 beginning, businesses have to develop their own human resources strategy. one amongst the standard companies
known with the slogan: "Developing human resources is our top target" is FPT. FPT has always beenPage 23
impressed by the correct human resource management policies, proud to be a bunch of the most effective IT
professionals in Vietnam. that's the foremost valuable asset and also the foundation of FPT's success.
a. Internal Factors:
- Goals: FPT desires to make a dynamic, professional working environment with talented employees to
become a replacement rich and powerful organization through labor, creativity in science and technology and
customer satisfaction. heart, contributing to the prosperity of the country, giving each of its members
conditions to develop the most effective talent and a full material life, rich in spirit.
- Policy : Technology requires constant change and creativity, so as to try to to that, FPT has built generations
of employees who constantly learn and strive to bring FPT from success to success. In 2019, FPT invested
VND 74.9 billion in internal training activities and programs with 313,291 employees trained.
Remuneration policies of FPT are classified into 4 types including:
+ Salary: Wages for production and business (12 months); 13th month salary is awarded on the occasion of
the Group's establishment and therefore the Lunar New Year;
+ Allowance: travel, transportable charges, part-time, ...
+ Bonus supported business performance and on the performance of the project / job;
+ Social welfare: social / health / unemployment insurance, health care / FPT Care insurance, vacation
benefits, ...In addition, employees may get a scrutiny once a year
FPT always has policies to facilitate opportunities, environment and regimes for potential employees. In
addition, FPT always has policies to detect, attract, foster, value and treat deserves to talented people.
+ Culture: Culture is taken into account an important a part of creating the Genome of FPT people, the FPT Spirit,
 which is that the force that drives us to constantly make efforts and make creatives for the good thing about the
community and customers. Chairman of FPT Software once said: "If you are doing not trust your employees, do not
expect to possess good staff". At FPT, all personal opinions are respected. If the concept is in conflict, the company
culture that the corporate builds will harmonize the situation, creating a way of teamwork. Because of respecting democracy, FPT has
achieved the good success today. Each member of FPT has the pride in business and solidarity with the business to continue on the trail of
conquering new achievements.
- ratio Rate: the quantity of employees quitting FPT in 2006 was 8%, by 10% in 2007, FPT
always tried to stay the speed below 10%. so as to retain people and reduce job vacancies, we need to
recruit the proper people and still train and develop them on an ongoing basis. Need a career
development program, skills training programs. Investing in training and upgrading staff are the foremost
effective thanks to invest in long-term companies like FPT. Next, our policies and practices must be directed at
our employees, trust them, give them the proper to talk. The policies must be clear and transparent, avoiding
closed meetings and "black boxes" within the policy regime. Finally, we've a typical benefit package, which
includes not only hard salaries, soft salaries, insurance, social welfare, but also long-term benefits
such as business performance bonuses, buy shares.
b. External Factors:
Based on the event of technology field, many companies within the world are making outstanding
achievements. Therefores, FPT's young leaders set the goal of 2020 to boost labor productivity, growth
through innovation and application of technologies. FPT's Annual General Meeting of Shareholders has
approved the 2019 business plan with revenue and profit expected to extend by 15% and 16% respectively
compared to 2018, reaching VND 26,660 billion and VND 4,460 billion. Starting in 2019, FPT will shift from
Information Technology Service Company to a comprehensive digital transformation solution provider. FPT's
 vision within the next 10 years is to rank among the highest 50 companies providing digital transformation services
globally.
Particularly within the period of 2019 - 2021, FPT sets goals, specifically: Enhance the worth and position of the
company by providing high value services like digital conversion consulting and digital conversion
strategies.
Access to major international corporations to produce digital conversion services and other FPT products and
services. There are 30 more major customers within the Fortune Global 500 list each year. Always achieve a
growth rate of over 15% annually. Complete the package / list of solutions, products and services within the value
chain of digital services within the next two years. In addition, more and more advanced technology development results in the standard of
life and therefore the demand
for technology of the people also increases. so as to realize the set goals, FPT is anticipated to draw in an
additional 10,000 - 20,000 employees and focus resources to coach them within the next three years to fulfill the
needs of developing and implementing the transformation service. number of consumers worldwide.

II. Recruitment and Selection

1. Recruitment
a) What is recruitment?
It is understandable that the method of seeking and recruiting qualified candidates from within or outside
the organization to satisfy work needs, efficiently and promptly. Or in keeping with Edwin B. Flippo, It also can
be defined because the “process of attempting to find prospective employees and stimulating and inspiring them to
apply for jobs in an organization”.
b) Recruitment methods
 There are many alternative ways you'll find the correct human resources for the proper position in your company.
Here are a number of the foremost common ways divided into internal and external methods together with the
strengths and weaknesses of the 2 method groups. Besides that's the fast a part of the choice to
recruitment.
Internal recruitment:
 Job posting: Also referred to as employment advertisement. Traditionally, job posts were often published within the
classified ads section of newspapers, but today have gradually shifted to online advertising.
 Job bidding: when the quantity of candidates exceeds the quantity of job positions being offered,
candidates are required to compete with other candidates for employment position that has been posted by an
employer or organization.
 Promotions: an incentive for an employee to maneuver from one job to a different, with increases in salary,
status and responsibility.
 Temporary to Permanent: mean somebody's job prospects can shift from temporary to a permanent
contract.
2. Strenghts and weaknesses of internal recruitment methods:

StrenghtsSssssssssss Weaknesses

May Stagnate the

Reduced Time to Hire: save Company‘s Culture:
time to identify and attract employees
candidates are too acquainted with the
corporate, leading to them
 no longer have the
motivation to innovate.
Shortens the Induction
Process: because an internal
Limited Choices: the
tenant is familiar with
amount of employees who
everything the company
can
has, all
adapt to the new job is
they need to know is what
proscribed
they need to do with the
new position.
Increased Training Costs:
internal hires are
Cost-effective: save on
incapable of understanding
external costs such as job
everything a few new
posting, resume screening,
job in in the future, so that
related resume screening,
they will need it slow to
etc.
urge
them wont to the new job
Improved Employee May cause Workplace
Morale: when employees Hostility: Employees who
feel have been considered for a
 they have the opportunity
to advance at work, they
will be more motivated to
work.
promotion for a given
role may feel frustrated if
someone takes over the
position they're being
considered for

External recruitment:
 Online recruitment: The recruiting content are posted online on wed or social networks like
LinkedIn, Facebook and Twitter.
 Job Fairs: Employment fairs still provide hiring managers with direct access to an oversized number of
candidates, especially graduates.
 Professional organizations: Working with associations and organizations can facilitate your get up-to-date with
top talent.
 Employee referrals is incredible, it helps recruiters economize to achieve talented people.
 Executive search firms are specialized an enquiry for senior management-level people that are able to find
and increase profits for the corporate.
 Walk-In applicants: is that the process of contact and exchange (or more specifically the method of asking
and answering) between employers and candidates.

Strenghts Weaknesses

Increased Conversion Rate:
attracts a range of
candidates with different
capabilities and skillsets
Better Quality Candidates:
the external hiring
process expands access to
quality candidates
Attracts New Skills and
Inputs: increase your ability
to identify and attract new
talent with outstanding
ideas
Higher Risk: Because
candidates are completely
new
to the employer, the
danger of bringing an
inappropriate person can
not be completely
eliminated.
Greater cost: the external
hiring process includes
costly jobs like posting jobs
on different platforms,
contacting candidates,
screening documents,
conducting interviews, etc.
Time consuming: many job
applications cost
recruiters plenty of your
time and energy to screen
them
 Brings New Business
Possibility of
Insights and concepts to the
Maladjustment: When new
Table:
employees
attract many applications
feel that they're not suitable
from different work
for the corporate
experience candidates who
culture, they'll think that
have gained knowledge
creating employers to
from working for
hunt for new candidates.
various companies.
c. Alternatives to recruitment
Besides the hiring methods mentioned above, there are have the foremost common measures taken as
alternatives to recruitment are:
 Outsourcing: is that the sort of using external resources to perform specific tasks and operations of the
enterprise.
 Hiring contingencyworkers: is a private who is used by a corporation with the goal of selecting
a particular task. Their work relies solely on a contract basis temporarily with a brief working period
 Employee leasing: a contractual arrangement an expert employer organization (PEO) will hire
another company to rent its employees. Employment responsibilities are shared between the rental
organization and also the company which hire the worker of that organization
 Overtime: just in case the market encompasses a great demand sure enough products, the corporate requires its
employees to figure overtime.
2. Selection
 a. what's Selection?
Selection is that the process of evaluating and screening participants to pick out candidates best suited to the duty
requirements of the organization.
Dale Yoder said, “Selection is that the process by which candidates for employment are divided into classes those
who are going to be offered employment and people who won't.”
b. Selection process
Step 1: Initial screening
The selection process usually begins with a screening of unqualified candidates.
Employers will study the resume presented with the duty application to see who will qualify and who
will not. It mainly includes information within the following areas:
Employment history & education.
Character evaluation.
Evaluate the effectiveness of labor.
 Step 2: Completion of the applying Form
Application Blank may be a pre-printed form for application when applying for employment
When candidates are judged satisfactory, they'll enter the following step of completing employment application In which, the work application
will include name, address, number, email, diploma, certificate ... and a
summary of the soft and hard skills of the candidate.
 Step 3: Employment Tests
Personnel testing is a good thanks to identify personal hallmarks.
The tests measure:
Types of test Meaning
is based on the idea that the
most effective predictor
Work Sample Tests of future performance is an
observed performance
in similar positions.
measure a human mental
Situational Judgment Tests and emotional
responses in work settings
Measure individual
candidates' thinking,
Cognitive Ability Tests
knowledge, reasoning,
language and math skills
Assess the cognitive ability
Psychomotor Tests and speed of the
candidate's response

assesses the subject's ability

to perceive
Physical Ability Tests
instructions and measure
the physical capacity of a
candidate to try to
 to certain sorts of jobs
performed
assesses the subject's ability
to perceive
instructions and measure
Assessment Centers the physical capacity of a
candidate to try to
to certain sorts of jobs
performed
a process where candidates
are tested to see
if they're suitable for
specific forms of jobs.
used to assess human
Personality test personality. it's ask
techniques designed to
live the characteristic
patterns of traits that
folks exhibit across various
situations
a specific kind of mental
Integrity/Honesty Tests
testing designed to assess
 an applicant's tendency to
be honest, trustworthy,
and dependable
 Step 4: Job Interview
An interview is an exchange process between candidates and employers.
In an interview, candidates will often be asked about the subsequent factors: Occupational experience,
Academic achievement, Communication skills, Personal qualities, Organization suitability.
 Step 5: Conditional Job Offer
Conditional job offer means a tentative job offer that becomes permanent after certain conditions are met.
If employment applicant has passed each step of the choice process up to now, he or she's going to receive a conditional job
offer is sometimes made.
 Step 6: Background Investigation
Background Investigation is meant to verify that information on the applying form is correct and
accurate.
After receiving the task offer, the candidate's profile are checked again to verify the accuracy of the
application. Verification of education and status for employment, credit history and criminal records is
also conducted.
 Step 7: Medical/Physical Examination
After the knowledge has been verified, the new employee are given a medical/physical examination to
see if this person is in a position to attain the specified job performance.
 Step 8: Permanent Job Offer
After successful implementation of the above steps, candidates are considered eligible to receive formal job
 offers. The hiring decision should be made by the manager within the department where there's a shortage of
employees
Strengths and weaknesses of various approaches to selection

Strengths and weaknesses of different approaches to selection

Page 31

Strenghts Strenghts Weaknesses

are suitable for a few jobs

need to make sure that the
that
physical
Medical/Physical have physical requirements
requirements are work-
Examination and
related.
are conducted for insurance
and not discriminating.
purposes
In order for the interview to
be
he results are sometimes a
effective, it must be
possibility of misleading,
structured and arranged,
Job Interview especially in poorly
interviewers must know the
structured
way to
and standardized interviews
ask common questions,
besides
 the legal convergence of
some
questions has to be
grasped
ensure that potential
employees
It is easy to lose talented
do not have a criminal
people
history and
because the screening is
eliminate unqualified
sometimes
Initial screening candidates,
done by those without
save time, money and
specific
support the
expertise associated
hiring process more
with hiring
rigorous from
start to end.
it allows to perform a can miss out on viable staff
background based
check for potential on quick evaluations of
Application Form
candidates candidates supported this
before calling them for type
more and time-consuming
 information and a right application
away, processing.
comprehensive overview of
the
candidate's application
save time for rigorous
interviews
the test results could also
and tests which will be
Employment Tests be dishonest
designed to
and ambiguous
be strictly work-related,
based on

3. FPT’s recruitment and selection

When recruiting personnel, FPT divided the processes into two parts, including human resource selection
process and Recruiting Senior Officials
a. Human Resource Selection Process at FPT
Stages one: Recruiting
Internal recruiting
Through bulletin boards, employee email alerts, website announcements, staff exchange forums, and the
internal newspaper of every unit.
The target is all FPT employees who have needs and wish to alter the working environment or seek
promotion opportunities.
 External recruiting
- Student recruitment channel: through schools, clubs, youth unions to introduce student recruitment
and internships to students. Organize programs like "FPT Talent Intern" and “ FPT job fair “ and
spread the word through websites or social networks.
- Media recruitment channel: advertise on websites, social networks like Facebook, Linkedin, etc.
- FPT candidates data channel: targeting qualified candidates but the previous time failed to have good
exam results.
Stages two: Recruitment
Step 1: Apply
- find out about jobs and the way to use at: http://tuyendung.fpt.com.vn/
- Send resume (CV) including personal information, education, experience, aims and private favourites to
the address provided within the job postings. About the cv, the corporate proposes a sample profile, candidates
can present on it profile or create their own profile on the idea of the required information required by
the recruiting office (via sample file).
Step 2: Receive and choose records
After FPT's recruiters receive candidates’ information forms and summary, selected candidates will
be asked to require a multiple-choice test and write an essay. All applications are kept on file.
Step 3: Multiple choice test and essay writing
Candidates will take some exams that include:
- IQ test - Check ability to use logic
- GMAT- Check timed computing ability
- English
 - Professional exams (Corresponding to vacancies)
Note:
-The exams are customized for specific vacancies
- There are 2 forms of the FPT's entrance test: Online test & Paper test
- Typically, the group operates primarily within the field of data Technology, so candidates will often
undergo 3 exam subjects: IQ + GMAT + TOEIC. Or some positions like Marketing, Sales will check more about
EQ, forming EQ + GMAT + TOEIC subjects.
Step 4: Interview
This is the primary time that the candidates meet the CompanyDuring the interview, the corporate will collect
information which will enable it to estimate candidate appropriateness.
The Company considers things like communication skill, ability to figure individually and in groups, the
ability to plan and organize work, problem-solving skills and it checks the knowledge provided within the CV.
During the interview, candidates can ask several questions with company representatives. counting on the
candidate and position job, there is also over one interview. Selected applicants are notified no later
than 10 days after the interview.
Step 5: Contractual agreement
Those applicants who have passed the interview are asked to sign a labour contract that specifies the work,
salary and dealing time. All the subsequent stages are applied consistent with the labour contract and therefore the
guidance of leaders and HR staff.
Step 6: Complete record
After getting a notice of the agreement, candidates must send the subsequent records to the HR department:
Curriculum Vitae (Original) | Copy of certificate | Health certificate | Certified copy of Identification
 card | Copy of Graduation Certificate | Student certificate (if applicable) | Copies of transcripts and other
certificates | Four photos (Two 4x6 cm and two 3x4 cm).
b. the method Of Recruiting Senior Officials
Phase 1: Recruiting
Due to the necessity to expand the Group's operations, in addition because the shortage of leaders in certain positions, the
human resources department planned to recruit senior staff. Compared to regular staff recruitment, the
recruitment of senior staff are different. Here are three sources of candidates that are of interest to
employers:
Source of internal candidates: through the introduction of reputable employees, the recruiting department
will approach highly appreciated employees, discuss new job opportunities with them.
Source of head-hunting candidates: through introduction outside the enterprise, through information on
new candidates leaving the old business, ... Human resources staff will contact candidates and propose job
opportunities. new
Sources candidates from the Candidate Data in previous job opportunities.
Phase 2: Recruitment
Step 1: Browse candidates
After receiving the resume, the employer will confer with the specialized directors to check carefully about
the candidate's information, experience, participation events, accumulated skills. The important information
will be specially noted for the aim of later interview.
Step2: Candidates participating in interviewing the Council
Questions are quite diverse, additionally to general questions on life, personality, ... candidates will
continue to undergo professional questions, and about understanding and sticking with the corporate. In
 addition, the interviewing committee will base on the views and the way candidates defend their views against
other opinions in simulated case studies or group interviews, to assess personality and price. The candidate's
value is most evident through group interaction.
Step 3: Candidates prepare documents and return to Senior Human Resources Department
After passing the interview, candidates will complete the remaining procedures of the appliance including
medical examination, resume, relevant qualifications and certificates of units that have worked.
before moving on to the probationary period.
Step 4: Candidates participate in a very 2 months challenge
The probationary period usually lasts for two months (also referred to as the challenge) which could be a mandatory stage
in evaluating candidates, especially for senior officials. During this phase, candidates will undertake 5-10
projects at multiple levels. Candidates through subordinate human resources, project implementation and
results reporting.
To evaluate the project results of the senior staff candidate, the person to blame, the senior officer and therefore the
junior staff closest to the candidate, will participate during a comprehensive review and comment. within the event
that the candidate meets the necessities for the identical position, the official contract are going to be signed and also the
candidate will become a full-time employee of the corporate, enjoying full preferential treatment for senior
officials.
According to the survey conducted by Anphabe (The survey is conducted by Anphabe ranging from 2020,
every 2 years.) Conducted on quite 23,000 students from 10 majors from 93 major universities across
the country, FPT is honored because the most tasty employer brand within the IT field. However, besides recruiting
and recruiting methods of FPT even have its own strengths and weaknesses.
c. Evaluation of recruitment and selection system of FPT corporation
 Strengths
 Flexible recruiting system: FPT's recruitment system spreads across the North, Central and South of
Vietnam with a series of representative offices of the Group altogether parts of the country, helping to expand
the marketplace for business corporations out smoothly. additionally, FPT has an enclosed recruitment system
that is clearly decentralized from the central level, the top of the member unit to the littlest member
level (agent level). Each level will have candidates at the corresponding level. for instance, lower-level
units will recruit level 1 and a couple of staff and, for higher-level positions (level 3 and 4) are going to be undertaken by
the central level recruitment office, and for employees at levels 5, 6 and 7, the leading section of FPT Human
Resources is responsible. The hierarchy will help recruiters avoid true of equating candidates,
ensure that the access takes place appropriately and doesn't cause other unwanted problems.
 Qualified candidate evaluation system: FPT's evaluation mechanism is intended in an exceedingly comprehensive
manner (360 degrees evaluation mechanism) which is applied to all or any units at FPT and maintained by
Quality Management Boards in the slightest degree levels. for employees members, the 360 degrees mechanisms are only
applied primarily within the stage of input selection; At the probationary stage, the key role belongs to the
person accountable. The exchange of evaluation information between these two officials makes the results
objective, comprehensive and comprehensive all told aspects and convincing in selecting candidates.
 Recruitment and selection methods are rich: additionally to traditional methods like input testing
through case studies, multiple-choice tests, interviews and case studies, FPT's recruitment committee
also applies other methods like writing analytical reports. topics, discussion groups, ... The
application of aflexible system of recruitment and selection methods, helps businesses create a reasonably
effective recruitment tool, within which employers are in an exceedingly proactive position assign and evaluate candidates.
In addition, the recruitment programs at FPT are being standardized gradually, like the FPT Young
 Leader program, FPT Bank job fair, etc has built a well-recognized FPT image, thus left great echo for pupils and
students.
Weakness
 Recruitment management structure isn't comprehensive: the link between the final human
resources department and also the subordinate human resources department (and especially the agency
level) is sort of negligible. Human resources department mainly communicates with other departments
through text reports of meetings, meetings, telephone calls, and survey trips that rarely occur, leading
to asynchronous management. Another situation caused by this technique is especially because oneway communication is especially.
Information exchange of FPT only takes place with relevant departments
of central units, and a maximum of 1-2 more levels and almost no feedback from further unit levels. This
one-way communication, which causes the corporation to create inadequate regulations or top-down
reports, will be more or less deviated to remote and low-level units, making it difficult for the method of
working these units.
 Evaluation criteria are incomplete: it's a indisputable fact that most of the administrators at FPT interview supported their
experience. Although the results are quite satisfactory, the actual fact that it's not supported science in
recruitment also affects the input quality of the corporation. On the opposite hand, the recruitment system
at FPT encompasses a set of criteria to judge candidates the least bit levels and each stage, but it lacks a group of criteria
to evaluate its own recruitment support tools. This inadvertently creates deviations within the complete
recruitment system, leading to significant losses for businesses.
III. Training and development
1. Definition
Training and development: Training and development is that the set of formal efforts within the firm so as to own
 the higher performance and self-fulfillment of their employees through educational methods and programs.
Dale S. Beach defines training as ‘the organized procedure by which individuals learn knowledge and/or skill for
a definite purpose’
In the modern workplace, these efforts have taken on a broad range of applications—from instruction in
highly specific job skills to long-term professional development
Development which is a smaller amount aptitude arranged yet worried about information. Information about business
conditions, the board standards and methods, human relations, explicit industry examination, so forth
is helpful for better administration of the organization.
2. kinds of training
There are various styles of training is given to the staff and during this content, we'll describe 8 types
of training like Technical or Technology Training, Quality Training, Skills Training, Soft Skills Training,
Professional Training and Legal Training, Team Training, Managerial Training and Safety Training.
Technical or Technology Training: may be a style of training aimed toward teaching new employees the technological
aspects of the work. for instance, in retail, specific technical training teaches someone the way to call customers
using a computing system. At the sales position is to show employees a way to use customer relationship
management (CRM) systems. Technical training is typically conducted internally within the corporate.
Quality Training: in an exceedingly creation centered business, quality preparation is critical. Quality preparing alludes to
acquainting representatives with the methods for forestalling, distinguishing, and killing nonquality things,
ordinarily in an association that makes an item. In reality, as we all know it where quality can separate your
business from rivals, this type of preparation gives workers the knowledge to perceive items that aren't up
to quality principles and shows them what to try to to during this situation. Various associations, as an example, the
Worldwide Association for Normalization (ISO), measure quality obsessed with various measurements. This
 association gives the stamp useful endorsement for organizations delivering unmistakable items. ISO has
created quality measures for just about every field conceivable, considering item quality additionally as
confirming organizations in ecological administration quality. ISO9000 is that the arrangement of guidelines for a
quality administration, while ISO14000 is that the arrangement of gauges for natural administration. ISO has created 18,000
gauges within the course of the last 60 years. With the expansion in globalization, these universal quality norms are the next priority
than any time in recent memory for business advancement. A few
organizations, like 3M (QAI, 2011), commit to offer ISO preparing as outer web-based preparing, utilizing
organizations, for instance, QAI to convey the preparation both on the net and in study halls to
representatives.
Skills Training: incorporates proficiencies expected to essentially play out the activity. as an example, a clerical
specialist is also prepared in a way to obtain the phonephone, while a sales rep, best case scenario Purchase
may be prepared within the evaluation of client needs and on the most effective thanks to offer the client data to decide on a
purchasing choice. Consider aptitudes preparing because the stuff you really want to understand to play out your
activity. A clerk must know the innovation to ring somebody up further as what to try to to if something is
estimated wrong. More often than not, aptitudes preparing is given in-house and might incorporate the
utilization of an instructor. A case of a form of skill training is from AT&T and Apple (Whitney, 2011), who in summer
2011 requested that their administrators quicken retail representative preparing on the iPhone 5, which was
discharged to advertise within the fall.
Soft Skills Training: allude to character qualities, basic manners, correspondence, and individual propensities
that are utilized to portray associations with others. Delicate aptitudes may incorporate a way to obtain the
telephone or a way to be amicable and welcoming to clients. It could incorporate inappropriate behavior
preparing and morals preparing. In certain employments, important delicate aptitudes may incorporate how
 to inspire others, continue casual banter, and build up compatibility.
In a retail or eatery condition, delicate abilities are utilized in each association with clients and are a key
segment of the client experience. Truth be told, as per a Computerworld magazine review, officials state
there is an expanding requirement for people who haven't just the aptitudes and specialized aptitudes
to carry out a responsibility yet, additionally, the elemental delicate abilities, as an example, solid tuning in
and correspondence capacities (Hoffman, 2007). Numerous issues in associations are due to an absence
of delicate aptitudes, or relational abilities, not by issues with the business itself. Thus, HR and chiefs should
cooperate to strengthen these representative abilities. Delicate aptitudes preparing may be managed either inhouse or remotely.
Professional Training and Legal Training: may be a reasonably training required to be state-of-the-art in one's own
proficient field. as an example, charge laws change regularly, and accordingly, a bookkeeper for H&R Square
should get yearly expert preparing on new assessment codes (Silkey, 2010). Legal advisors need proficient
preparing as laws change. a private wellness coach will experience yearly accreditations to stay awake
to date in new wellness and nourishment data.
A few associations have paid a major expense for not appropriately preparing their workers on the laws
identifying with their industry. In 2011, Massachusetts General Hospital paid over $1 million in fines
identified with security strategies that weren't followed (Donnelly, 2011). Accordingly, the association has
consented to make preparing for laborers on clinical security. The fines could are forestalled if the
association had furnished the most effective possible preparing within the first place. differing types of legitimate preparing
may incorporate lewd behavior law preparing and separation law preparing.
Team Training: as a procedure that permits groups to enhance dynamic, critical thinking, and group
advancement abilities to accomplish business results. Frequently this type of preparation can happen after
an association has been rebuilt and new individuals are cooperating or even after a merger or securing. A
 few purposes behind group preparing incorporate the accompanying:
- Improving correspondence
- Making the work environment increasingly pleasant
- Propelling a gaggle
- Becoming more at home with each other
- Getting everybody "onto an analogous page," including objective setting
- Showing the group self-guideline systems
- Helping members to become conversant in themselves (qualities and shortcomings)
- Distinguishing and using the qualities of colleagues
- Improving group profitability
- Rehearsing compelling joint effort with colleagues
Managerial Training: After somebody has invested energy with an association, they'll be distinguished as
a contender for advancement. At the purpose when this happens, administrative preparation would happen.
Subjects may incorporate those from our delicate aptitudes area, as an example, the way to spur and
representative, while others can be specialized in nature. for example, if the board utilizes a particular PC
framework for booking, the director up-and-comer is also of course prepared. Some administrative
preparation is also acted in-house while other preparing, as an example, initiative abilities, is also performed
remotely.
For instance, Mastek, worldwide IT arrangements, and administration suppliers provides a program called "One
Expertise a Month," which empowers directors to find out abilities, for instance, appointment, instructing, and
giving input. the conventional number of absolute preparing days at Mastek is 7.8 per employee2 and incorporates
administrative themes and delicate aptitudes points, for instance, email decorum. the target of its
 preparation programs is to expand efficiency, one in all the association's guiding principles.
Safety Training: could be a kind of preparing that happens to ensure representatives are shielded from wounds
brought about by business related mishaps. Wellbeing preparing is especially significant for associations
that utilization synthetic concoctions or differing types of unsafe materials in their creation. Safety training
can likewise incorporate departure plans, fire drills, and dealing environment brutality strategies. Safety
training can likewise incorporate the accompanying: Eye safety, First aid, Food administration safety,
Hearing security, Asbesto, Development safety, Hazardous materials safety.
3. Kirk Patrick Model
The Kirkpatrick Model is maybe the most effective known model for analyzing and evaluating the results of coaching
and educational programs.
Reaction is measured by taking feedback from learners.
Learning is easily measured through scoring patterns at the top in fact assessments.
Behavioral changes are certainly harder to assess. Use a mixture of techniques to assess how
much of the newly acquired learning is being applied on the task.
Business impact is usually measured through productivity gains, impact on quality measures through
reduction in re-works and getting higher number of labor assets right the primary time.
ROI is generally calculated by converting the business impact gains to a value.
4. Benefits of coaching
- Training improves the amount and quality of the workforce. It increases the talents and knowledge
base of the staff.
- It improves upon the time and money required to succeed in the company’s goals. For e.g. Trained
salesmen achieve and exceed their targets faster than inexperienced and untrained salesmen.
 - Training helps improve the talents and skills of employees, supported which the corporate can give
them jobs with more responsibilities.
- Reduces the necessity to constantly supervise and overlook the staff.
- Improves job satisfaction and thus boosts morale.
- Benefits of Development
- Exposed managing directors to new techniques and trends in their area of experience.
- Ensures that the corporate has an adequate number of managers with knowledge and skill at any
given point.
- Helps within the long-term growth and survival of the corporate.
- Creates an efficient team of managers who can handle the corporate issues without fail.
- make sure that employees make the foremost of their leadership and management skills
5. Training and development of FPT
At FPT, the foremost senior pioneers straightforwardly situated to the preparation and advancement of the
Gathering. Director Truong Gia Binh, FPT is that the maker and manager Way FPT built up FPT founded Authority
Institute. FPT has made layer 'ace' because the pioneers proceed, transmitting work understanding, educational
experience for a good many 'pupils' follow. Every 'devotees' at that time become specialists in their field
and will turn out to be the 'ace' with the duty to guide in any event three youthful teaches handy. The
manner within which this preparation was to empower self-learning and preparing don't seem to be those of the pupils
yet additionally the educator.
At FPT, 100% of recent representatives have taken an interest during a direction instructional class called "72h
experience". With this course, new individuals have the possibility to cooperate to understand FPT's history,
individuals, social qualities , and soul. FPT's MiniMBA course could be a smoothed out 35% of the Swiss-standard
 MBA program alongside FPT's all the way down to earth advancement experience. FPT's senior chiefs, as an example, the
Administrator of the highest managerial staff, VPs, individuals from the governance, and then on are all
accountable for increase the academic program and instructing legitimately.
At FPT Corporation, it's a mixture of two elements "Learning" and "Administration", everyone has the
opportunity to precise themselves, to measure as themselves and to measure in an exceedingly united environment, teammate.
In particular, FPT is additionally known for a really new type of training - the shape of "Teacher - Disciple". a pacesetter of
level 5 or above may be a "master". Each master has a minimum of 5 students, who can choose between that unit or another
unit within FPT. Each group of master - disciple will conduct a minimum of 7 sessions each year and three hours per
session. "Master" is answerable for leading, sharing experiences and training for his "disciples" in order that they
have the chance to enhance their values and develop the work they're accountable.
Besides, every year, every employee also needs to complete variety of courses (in percentage) in step with
the regulations of his unit.

IV. Reward Management

1. Definition
Managing rewards involves developing and implementing methods and policies that reward people fairly
and in accordance with their value to the organization.
2. forms of reward
3. Benefits of reward
If in a corporation a corporation you reward employees with good performance within the process will create
motivation for workers to strive and work harder, it creates a healthy competitive environment. Those
who have good achievements are going to be commended and rewarded.
Commendation in classes and levels will motivate students, thereby giving them better learning spirit and
reward to make better motivation in learning.
Commendation in state agencies could be a sort of recognition of the --contributions of people and
organizations that have merit from such awards, giving the rewarded sense of respect and motivation to the
workers fighting harder.
For employees: Salary is attached to them and is that the main source to support themselves and their families.
 If the salary they receive is satisfied with the hassle they spend, it'll be the motivation for exciting
creativity, labor productivity, creating an open harmony between employees, forming a solidarity and unity.
pleasing to the common development of the business in addition because the self-development benefits. Reasonable
remuneration policies will help employees work effortlessly, enthusiastically, responsibly and strive to attain the
desired salary.
For businesses: The payment of salaries and bonuses may be a factor of production costs, therefore the organization of
wages must be fair and reasonable so as to make sure benefits for both businesses and workers. When an
enterprise pays wages, rewards unfairly, or for profit purposes, ignoring the interests of employees, the
human resource are going to be exhausted both physically and mentally, resulting in labor productivity. reduce, create
internal conflicts and waste in production (the situation of your time trimming, waste of raw materials, lying,
reckless, strikes, strikes ...). At the identical time, an insecure remuneration policy that also results in a good loss
is the job quitting of workers, a significant shortage of manpower, disrupting the assembly process and
business activities within the enterprise.
4. FPT reward management
FPT's compensation policy is predicated on criteria
• Commensurate with the work results and contribution value to FPT
• Market competition;
• Encourage increased work results and quality
• Fairness and transparency.
FPT compensation system is assessed into 4 types includingPage 46
• Salary: Wages for business production (12 months)
• Bonus of 13th month salary counting on the case of business and production of the corporation.
 • Allowance: for variety of positions for work including travel assistance, movable charges, part-time;
• Bonuses supported business performance and achievements of the project / work;
• Social welfare: social welfare / insurance / unemployment insurance…
Health care
FPT's healthcare policy is specially designed in order that employees always have the most effective condition from which
to promote creativity and improve work efficiency:
• Free periodic medical examination once / year
• A welfare insurance program for workers and their relatives (FPT Care) so as to scale back economic
pressure and access to prime quality health services when workers are in danger of accidents, sickness, disease
with total spending up to over 20 billion dong. Encourage employees to exercise health through sports
movements of sports clubs, build gyms and swimming pools on company premises.
• Yearly vacation (expenses within the employee's income package).
V. Performance Management
1. Definition
Performance management is that the procedure by which supervisors and representatives cooperate to line
objectives, plan, screen, and ultimately assess the presentation of workers' objectives and goals. Contribute that
result in the association's general objective.
2. Steps and methods to watch employee performance:
Step 1: Planning
We can see that the primary important step is to line goals for workers ("what" aspect). Often these goals are
discussed and arranged by employees and superiors directly at the start of the year or the top of
the previous year and will be approved by a better level. Goals must be clear, measurable, achievable,
 realistic, and have a particular completion date (often called a wise goal). At the identical time, with this goal
setting, employees will "register" and accept as true with their superiors a number of the competencies that require to be
built and improved on themselves. These competencies ("how" aspect) will be assessed at the tip of
the period with the results of the work ("what" aspect).
Step 2: Coaching
At Microsoft or variety of enormous corporations, there's a web site that employees can visit at any time to
see "comments" from their leaders, managers still as a toolkit to urge ideas. Consultation. The system also
helps managers to watch the performance results of every employee, for instance, if the employee's
Performance Commitment table tends to be red, how can your employee be redeemed? up, how do they
turn green because if the worker does well then the performance of the manager is additionally good.
Accordingly, monthly, leaders, managers and employees must sit together to review the performance
of employees likewise as make timely comments for workers to fulfil the commitments launched.
Steps 3: Reviewing
Many organizations and corporations end the evaluation process with a round of rewards, salary increases and
promotions. . . If that was the case then it'd not be enough. Employees don't just expect payment in
cash or in a similar way. They care lots about their career development path. After an evaluation, not all employees
with good performance and qualifications are going to be promoted immediately. many folks are completely
comfortable with their current jobs and positions, but still want to understand what the long run are going to be like.
The superiors are answerable for dialogue with employees to pay attention to their aspirations, and supported the
results of the assessment and therefore the organization's future requirements to line the career development path for
each employee. Some staff are going to be advised to settle on this path, some staff are advised to change to a different
job. . . Included within the career development plan may be a long-term educational program to help employees in
 achieving their career development goals.
Steps 4: Action
In large corporations, besides salaries, they pay much attention to ownership (ESOP). We all know that the
salary of Hewlett-Packard Computer (HP) CEO is just $ 1, but each year he can get tens of uncountable dollars
from bonuses and stock ownership.
In addition, building and developing employees is usually a priority strategy of huge corporations, especially
US corporations, they attach great importance to human issues. They not only recruit the most effective people on the
market to employment position but they need to line an idea on how long the candidate must be ready for a better
position. they need programs to recruit excellent students who graduate from universities all told countries,
then take them to parent corporations within the US to figure and train, after 2 years, they'll be sent to those
countries to carry important positions.
Step 5: Benefits:
Organization: Improved hierarchical execution, representative maintenance and steadfastness, improved
profitability, beating the hindrances to correspondence, clear accountabilities, and value points of interest.
Manager: Spares time and diminishes clashes, guarantees productivity and consistency in execution.
Employee: Explains desires for the workers, self-appraisal openings explains the activity accountabilities and
adds to improved execution, plainly characterizes profession ways and advances work fulfillment.
3. FPT’s performance management
Outline the method for evaluating work performance for room staff Administration of FPT:
- Objectives of performance evaluation for administrative staff of FPT: + Firstly, evaluate and record
the achievements of employees within the job.
+ Second, the evaluation results are the premise for determining the training and developmental needs
 employees, recruitment, arrangement, payment of employees within the company.
+ Thirdly, contribute to improving and improving the flexibility to perform work of individuals labor
- Evaluation cycle: every 6 months
- Subjects to be evaluated: Administration staff
- the way to conduct the performance evaluation:
+ Step 1: Staff will develop a KPI table and transfer it to the pinnacle of the committee to be the top of
the committee distribute to employees so employees can self-assess scores in step with the standards.
+ Step 2: at that time, the manager will re-grade and exchange back with the staff.
+ Step 3: KPI table after being completed will return personnel, for personnel to proceed record in
officials' files and use as a basis for wage classification.
+ Step 4: Hard salary is determined after the negotiation between official human resources, and
department head salaries, together with accounting review. KPI results also are the premise for the company's
training and recruitment planning.
VI. Benefits the staff can experience when becoming official staff within the company
and the effectiveness of those HRM practices on organizational performance
1. Benefits the staff can experience when becoming official staff in FPT
Vietnam could be a country with an outsized population, a comparatively young population pyramid and has begun to enter
a period of "golden population structure" with the best rate of manpower ever (tapchitaichinh). However,
the Vietnamese workforce isn't considered a high-quality workforce, especially in technology - a crucial
area of FPT. As analyzed above, as we are able to see, FPT always creates the simplest conditions for workers when
offering incentive and welfare policies to push the spirit of working for his or her employees and suits
the law. The state regulates the company's responsibilities to employees.
 In addition to the formal benefits mentioned in FPT's reward management, employees will experience a
diverse working environment in areas like technology, telecommunications and retail and assets,
etc. work on FPT. additionally, diversity isn't only reflected within the business, but also within the presence of
FPT in 33 countries.
On September 14, 2018, at the HR Asia Award 2018, FPT was honoured within the list of companies with the simplest
working environment in Asia - Best Companies to figure for in Asia Award. FPT focuses on developing facilities
and building a friendly and modern working environment. this is often evidenced by office buildings inbuilt the
model of campus like F-Ville, F-Town, FPT Complex, extracurricular lessons in step with international
standards and therefore the motto of "respect for differences", FPT accepts both strong and weak points, both good
and incomplete points of employees. supported this, Employees can freely express themselves, dare to face
challenges to develop the village, dare to "be wrong" to find out, to grow up.
In FPT, employees don't must be fearful of their boss when Personal respect is often the main target of FPT,
including: Straight, Listening and tolerance. Lower-level employees can speak frankly with their superiors,
regardless of their high and low positions, close relationships so as to form the utmost conditions for
employees to be themselves, to hold out their ambitions. Therefore, this is often considered a "big sea" to assist
young people who are active, enthusiastic and talented to "flutter the region".
2. The effectiveness of those FPT’s HRM practices on organizational performance
( Source : FPT annual report 2019, page 120-121)
Based on the "FPT year in review key indicators", we will see the good achievements that FPT has achieved
in 2019. Of course, these achievements belong to all or any employees of FPT Corporation on all aspects. However,
not everyone can help FPT achieve those achievements, moreover, it's tasking to own talented people and
keep them within the company. Through the above analysis of HRM practice, it will be seen that every one HR processes
are quite complicated but also very effective. All FPT employees must undergo rigorous selection and
selection process to become full-time employees, and this process has shown its effectiveness as each FPT
employee is sure to be talented.
In addition, organizing extracurricular activities and courses with reasonable standards has helped FPT
improve its employees, help them work more effectively and improve the productivity of the whole company.
 In addition, with an inexpensive reward and punishment policy, a robust workforce with high professional
qualifications, dedication to the task and loyalty to the corporate. And also with its personnel policy, FPT also
attracts new labour sources, as evidenced by the very fact that compared to 2018, FPT's workforce has increased
by 5.3% for female employees and a couple of.3% for male employees in 2019. At a result, all of this has contributed
to the stable and powerful development of FPT now and within the future.
VII. Different methods utilized in HRM practices (training and development) and specific
examples to support evaluation within an FPT's organizational context.
Vietnam may be a member of WTO, Vietnam’s economic environment is being integrated. Besides the competition
from others, local companies now need to compete with foreign competitors. they're large companies,
have an extended history of development, owning a talented workforce, and that they are the pioneer in applying
advanced technology into business, they provide their effort to deliver superior service experiences. That
pressure forced local companies like FPT to constantly change, innovate and update, especially within the
field of digital technology - a key area of FPT, a field of intense competition that changing on a daily basis. "The
economy can not be difficult forever, the 000 estate will then thaw, then compete in quality, if not invest in
training human resources from now on, then it'll fall back," Mr. Pham Quang Dung - COB of TASCO real
estate company. FPT is additionally considered united of the companies with the foremost attention on personnel
issues in Vietnam.
Training and human resource development are indispensable in HRM practice. one amongst the foremost popular T&D
methods that enormous organizations prefer is internal training, mentoring or/and coaching. This method has
many advantages, they are:
• Trainees have the chance to interact with professionals.
• the corporate can economize when reusing veteran employees as coaches rather than hiring from
 outside.
• the staff available within the company are going to be those who know the corporate best.
• Trainees will feel more confident at work.
• Help mentors and trainees get an efficient job connection.
FPT - one in all the most important technology corporations in Vietnam is not any exception, this organization is successfully
applying the "MiniMBA" model - a model that mixes coaching and mentoring, FPT has seriously focused
on training, create human resources methodically and have long-term plans. Coaching is performed in a very
comprehensive and well-trained training system, from corporation level to member companies. And the
training is taken into account a "force majeure task" to all or any employees. 100% of newly recruited employees participate
in an orientation training course entitled “72 hours experience” (ChungTa). With this course, new members
have the chance to figure together to know FPT's history, people, cultural values and spirit. FPT's
MiniMBA course may be a streamlined 35% of the MBA program consistent with Swiss people standard with the sensible
development experience of FPT (VnExpress). FPT's senior leaders like the Chairman of the Board of
Directors, the Vice Presidents, the Board members, etc are tired charge of preparing the curriculum and
teaching directly.
Mentoring is performed during a very new kind of training at FPT - a "teacher-student" form. level 5 leader in
the company or higher may be a "teacher". Each teacher has a minimum of 5 students, who can select from that unit or
another unit in FPT. Each group of teachers and students will organize a minimum of seven sessions each year and
3 hours per session. "Teachers" take responsibility for leading, sharing experiences and training for his or her
"students" in order that they need the chance to enhance their values likewise as develop the work they're in
charge (ChungTa).
Besides, every employee within the firm also must complete variety of courses (in percentage) per
 the regulations of his unit each year. The role of internal training at FPT is shown prominently by the result:
Internal training programs contribute to improving and maintaining employee performance. Employees
learn new working skills, improving work efficiency, and having the ability to elevate themselves in additional challenging
roles. However, these methods still have some restricts, they are:
• Mismatched couple: this problem occurs when a mentor is forced to pair up with a mentee, they may
not find some way to figure together, or the mentor might not have an interest in mentee training when their workload
is too much. (AssignmentPoint)
• Disappointment: in some cases, trainees may feel frustrated with their mentors. it's going to be because
they find that their mentor isn't qualified to answer their questions, or it's going to be because the counsellor
has not really taken a satisfactory interest within the trainee. this will make the trainee feel frustrated about the
company's working culture, which is able to cause the trainee lacking motivation in his work. (AssignmentPoint)
• Knowledge is proscribed within the coach’s ability. (VietnamBiz)
Vietnam could be a country with an outsized population, a comparatively young population pyramid and has begun to enter
a period of "golden population structure" with the best rate of human resource ever (tapchitaichinh).
However, Vietnam’s labour force isn't presupposed to be a high-quality force, especially within the technology field
- a key area of FPT. FPT has also introduced incentive and welfare policies so as to motivate the working
spirit for its employees, and in compliance with the state law stipulating the responsibility of the corporate
to employees, they're included:
• Salary: Wages for production and business (12 months).
• Bonus salary from month 13th in step with the corporate business situation.
• Allowance: for positions in commission including travel assistance, transportable charges, part-time.
• Reward supported business performance and performance/project performance.
 • Social welfare: Social insurance/health, insurance/unemployment insurance…
• Free periodic health care once p.a..
• Benefits insurance program for workers and their relatives (FPT Care) to scale back economic pressure
and the ability to access to high-quality medical services when workers are in danger of accidents or illness. pain,
diseases with a complete expenditure of over VND 20 billion. Encourage employees to exercise health through
sports movements of sports clubs, build gyms and swimming pools on company premises.
• Annual leave (expenses within the employee's income package).
(Source: FPT)
Working for FPT, every employee must constantly learn and improve their performance. Practice soft skills
that will help employees within the future, integrate, and understand how the organization operates and its
history. FPT could be a famous technology organization for always paying great attention to its employees.
According to Ms Nguyen Le Hang, representative of FLI leadership, the unit guilty of the training of FPT,
said: “In difficulties, the prices for training don't seem to be only cut but also focused more. The special attention to
training managers shows the main target of FPT leaders with the adjacent team”. FPT has developed a series of
policies for its employees:
• Training rookies: 100% of latest employees must attend orientation training courses to initially
familiarize themselves with the duty and learn more about FPT's core values.
• Training technology staff: Regularly organize training courses to update new technology trends,
training and certification exams of leading technology companies to enhance technology and creativity.
• Training and retraining professional skills: Training and retraining professional skills each year,
employees are trained to enhance their professional knowledge and professional skills to fulfill job needs.
• Training adjacent staff: Prioritizing resources to coach core staff to become adjacent management and
 leadership to serve the long-term development needs of the corporate.
• Program of 72 hours of experience: Creating an environment for workers to higher understand the
history of formation, the people, the cultural values and therefore the spirit of “Tôn đổi đồng – Chí gương sáng”
example of FPT. Creating a co-operative activity between FPT's Staff members from many member
companies of the Group since then as a premise to create and sustainably develop the FPT family.
• Self-development training program: every employee must self-study to cultivate knowledge and skills
through MOOCs.
• Training key staff: With the need to make a core team - a key force in developing FPT, making the
most contribution to production activities, business development - thriving, meeting the strategy general.
(Source: FPT)
Based on policies above, it will be seen that FPT has strictly complied with the enterprise's obligations to
employees prescribed in Vietnam's labor code. they need fulfilled their obligation to coach high-quality
human resources by providing a top quality teaching program, simultaneously applying advanced technologies
and methods to teaching. Help employees can easily integrate into the working environment of the corporate
and better understand the corporate culture. FPT also supports improving the standard of life for his or her
employees with welfare policies. At the identical time, those policies are a tool for FPT to draw in employees,
encourage them to figure more effectively and keep them to contribute to the corporate more. additionally,
FPT's healthcare package isn't only focused on each of their employees, but also on their employees'
relatives. Hence, employees can reduce the economic pressure on health issues and focus more on the
corporate work.
As the division to blame of providing talents for the corporate, ensuring the firm has the proper people at the
right time, FPT's HRM has built a awfully rigorous recruitment process including 6 steps:
 1. Applicants: individuals who have an interest in job opportunities at FPT will need to submit the
Candidate Information Form or CV, including personal information, learning process, experience, entries.
personal goals, preferences ... sent to Recruitment Department using the methods guided within the job postings.
2. Receiving and screening documents: After the candidate submits the appliance file, the appliance
information. Employer will gather and choose candidates with information near the wants of the
vacancy to ask to require the multiple choices test and essay. The records aren't yet appropriate, employer
will but the position and later stages.
3. Multiple choice test and essay writing: Candidates will take variety of examination subjects:
• IQ test
• GMAT- Checking the power to calculate during a short time.
• English test.
• Professional exams (based on submitted position).
4. Interview: this is often the primary official meeting between the candidate and also the Company. Through this
interview, the corporate has more information to assess the suitability of candidates to recruit jobs. Some ofPage 56
the key factors that the corporate often considers when interviewing candidates include: the power to
communicate, the flexibility to figure (independently or in groups), the flexibility to arrange work and planning,
ability to think and solve the matter, check a number of the knowledge within the file: Learning process,
experience, skills ... during this interview, candidates also can ask the corporate related issues. looking on the
candidate and also the position, there could also be over one interview. Selected candidates will receive
notification within 10 days of the interview.
5. Contract agreement: Candidates selected by the several interview rounds are going to be scheduled to attend
a meeting to agree on the contract and related issues, include: kind of contract, job, salary, time work
 space. All follow-up work is completed under labor contracts and directions of direct managers and HR staff.
6. Completing documents after matriculation: candidates will prepare all of the required documents
after matriculation.
(Source: FPT)
With a 6-step recruitment process, FPT has the power to screen talent, find the proper people the corporate
needs to stick with the corporate. additionally, combined with the well-developed and scale human resource
training and development process, FPT always features a staff with the very best productivity. “The rate of growth of
achievement index reaches 10-40% year on year, stable revenue, even increases within the context of inauspicious
markets, that the group clearly sees the effectiveness and also the direction to continue long-term investment. for
the quality of human resources”, said a senior leader of FPT (VnExpress).
D. Conclusion
Through the listed human resource management theories and therefore the analysis of FPT's personnel,
HR management is usually one in all the foremost important and complicated departments. high and affects all other
parts of the business. Therefore, if a business wants to grow, besides great plans, it must have the proper
people to succeed. within the process of operation, human resource management isn't easy, human issues
always must be studied carefully. Therefore, besides the activities to draw in profit, the corporate also
needs to listen to always adjust and update the most recent and business-friendly measures so this
department can operate stably and produce to the corporate talented people, contribute to the event
of the corporate.
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