Student number: 20055942

ACADEMIC & PROFESSIONAL DEVELOPMENT UMCDQ3-15-3

Word count: 3028

1
 OUTLINE
I.Part A.............................................................................................................................2

1. An analysis of an organization’s graduate recruitment....................................................2

2. How I can improve my own employability in order to gain a graduate role.....................2
3. Overview of the significance of employability for graduates...........................................3

II. Part B.............................................................................................................................4

1. My CV .............................................................................................................................4
2. Cover letter.....................................................................................................................6
3. An outline of my desired graduate role and a supporting template showing
whether and how I meet the job specification for the role ..............................................7
4. A detailed development plan to gain or develop some of key skills................................10

III.References..................................................................................................................12

2
 I.Part A

1.Overview of the significance of employability for graduates

Employability has as of late got impressive consideration in the work market. The
employability principle is evaluated and criticized for the current propensity to construct
employability measures based on results (Harvey, 2010). Employability in the perspective of
employers is a crucial idea of expertise, experience and skills suit the employer's requirement
that will allow graduates to form profitable commitments to organizational targets before long
after commencing work. New graduates with ability exceedingly esteemed by employers are
beyond any doubt to succeed in clearing their way to into the work showcase. (Wye and Lim,
2009; Branine 2008) stated that employers have a greater interest in personal and social
qualities than the standard of graduation, undergraduate degree or university. The labor
market is highly competitive in general, which means that we have to concentrate more than
just on knowledge and certificates, it has ended up apparent that moving forward employability
raises the worth of employees both in today’s trade and on the external labor market. (Grip,
Loo and Sanders, 1999).
HRM innovation has become a key area of interest in Vietnam, understanding how HRM
frameworks and ideas (often attributed to Western management thinking) are disseminated in
developing countries. (Budhwar & Debrah, 2009; Cooke, 2017). Not just Human Resource but
in every major, employability graduates in Vietnam has become a concern because many
students of universities should not fulfill employers' expectations. University new graduate
stduents' poor readiness is considered a product of obsolete and irrelevant higher education
instruction, traditional learning approaches and the lack of career advice in many universities
(Tran, 2015).
Dramatic changes caused by the current COVID-19 coronavirus have an unparalleled effect
on global firms and have a profound impact on management of human capital (Gigauri, 2020).
To be more specific, COVID-19 pandemic has affected the HRM process by disintegrating
individual occupation fit and having lopsided family consequences for employees (Carnevale
and Hatak, 2020), thusly influencing the prosperity of them (Kristof-Brown et al., 2005).
Because of the COVID-19, HRM experts underestimate the value of rapid retraining of their
workers. Moreover, a highly daunting human-resource management climate has been created
by a COVID-19 pandemic so anagers must rapidly reach the 'unknown unknown' in order to
help workers adjust to and respond to radical changes in the working and social environments
(Carnevale and Hatak, 2020). For example, workers who used to work in physical boundaries
of their companies have to adapt rapidly to remote work environments. Due to shelter orders
in place and the close-up of non-essential industries, including those that may well be adapted
to remote working environments now face specific difficulties since they are unable to search
for alternative work places outside the house (e.g. cafés, libraries, coworking space). The
uncertain future and the high probability of loss of employment or deductions of pay must be
more than ever embraced by workers. Employers start to focus more on their human
resources department to get the right HR plan to face the new one challenges. This has likely
assist restricted the division between work and private circles driving to more noteworthy
troubles in “unplugging” from work requests (Chawla, MacGowan, Gabriel, & Podsakoff,
2020).

2.How I can improve my own employability in order to gain a graduate role

It is essential for certain required and valuable skills and competences in order to obtain
suitable jobs and success. Regarding Human Resources requirement, I have both strengths
and weaknesses. I am good at communication skills also negotiation skills attach with
managing time. Comparable to other essential communication and oral relational abilities,
Maes, Weldy and Icenogle (1997) inferred that oral communication was one of the three top
aptitudes needed to accomplish a decent administration. Communication is an essential
Human Resources skill. The name says it all. Human resources address above all the most
valuable resource of an organization: the people capital. For instance, if I were a Human
Resources Manager, the hiring of new workers requires strong communication skills. With this
key skill. I would be confident that I ask the correct questions if I know how to interview
candidates best. The research of the efficacy of management-employee contact (Hunt and
Baruch, 2003), and its effects on engagement (Brunetto and Farr-Wharton, 2004) shows how
communication is expressed precisely. In driving engagement this HRM rate is a major issue.
The capacity to communicate viably has picked up significance for the proficient needing to
succeed (Dulewicz, 1994). Another skill that I want to emphasize as my strength is negotiation
skills. Negotiations are going on in our everyday lives. These skills are effective when they
achieve negotiation goals or when they grow out of an understanding of the process that
surpasses minimal performance (Roloff, Putnam & Anastasiou, 2003). In order to keep the
company runner, a Human Resources manager must have to negotiate. It is vital to the
Human Resources manager to be up-to-date and to use his bargaining skills to achieve full
advantage if conflict occurs if conflict arises. Beside these skills which I possess, some skills
need to be developed and acquired. Currently, the pandemic of the Covid-19 disease is raging
and corporations are prepared to operate from home after multiple outbreaks. This situation
oblige ability relate to Digital Skills. Digital skills in a rapidly evolving information economy fuel
market productivity and potential for innovation in the 21st century (van Laar et al, 2017).
Moreover, the 21st Century needs skills such as knowledge finding and evaluation, problem-
solving, information sharing, or idea creation in a digital environment. According to (Van
Deursen & Van Dijk, 2008), it begins with the distinction between four styles of digital
competencies: Operational competencies, Formal competencies, Information and Strategic
competencies. .Hence, the digital skills of today are attributes which must be gained and
improved so that workers have a positive feeling. Sustainability preparation for the
maintenance and development of skills in digital systems includes additional unit-level support
(Schaab & Moses, 2003). Developmental training content (e.g., thumbnails, computer-based
training) is important to help and increase new skills. Knowing a leader provides various
possibilities to learn about both the method and its military implementation incidentally. I have
enough faith in my abilities and my ability to learn and improve in the Department of Human
Resources.

3.An analysis of an organization’s graduate recruitment

HSBC, which operates in 64 countries and territories, is one of the biggest banking and
financial services companies in the world. They aspire to be where innovation is to enable
industries and economies to prosper and last but not least, to help people achieve their hope
and ambitions. HSBC teams dedicate themselves to establishing a long-term enterprise and
maintaining long-term partnerships. They want to be a well-managed enterprise with which
people are able to work, have the respect of our consumers and our societies and mitigate
their environmental effects. It is therefore important to consider employers' desires to take
advantage of work openings. In a research published by Hitt et al. (2001), competent
employees have direct censorship and direct effect on the organization (Hitt, MA, Bierman, L,
Shimizu, K.,2001). Firstly, it is generally accepted that prospective applicants should be at
least experience, abilities and skill in the area of human resources, from basic to detailed.
Although HSBC is a financial and accounting company, it includes applicants with financial
credentials or diplomas. They recruit talented people with a vast variety of skills and accept
applicants from all backgrounds. A financial history is not relevant. When you enter the
program, they can provide staff with sufficient intensive preparation. HSBC strives to provide
its employees with industry-leading learning and development. They have set a target that by
the end of 2020 1 million people in our nation will gain more jobs. Besides, new students and
graduates who are collaborative and ambitious minds, with the ability to test the status quo
and the desire to have a positive impression on consumers around the world (HSBC, 2020),
will also have opportunities to work at HSBC. Furthermore, through all the articles or journals,
HSBC always mentioned and emphasized Communication Skills. An organization cannot
manage without inner communication. A long way from being the helpless relative of outer
correspondence, inner correspondence plays out a critical part inside the organization
(Sakishi, 2009). Organizations of good communications far outweigh those lacking strong
communications features. Private sector businesses that connect successfully have a
business premium of 19.4% more than those that do not. (Sakishi, 2009). In short, HSBC is a
big business but they are always very welcome employees that are dedicated, courageous
and curious to be suited with the organization.

II.Part B

1. My CV

Thai Le Thao Duyen

549/35 Xo Viet Nghe Tinh Street, Ward 26, Binh Thanh District, Ho Chi Minh city
0932.07.19.38
tlthaoduyen@gmail.com

I am able to efficiently develop, build expertise and embrace

developments in the digital marketing field as an asset.

OBJECTIVES Based on the knowledge already available about digital marketing to

complete the job and improve my skills.

Research customer behavior and needs, catch trends fast

Gia Dinh High School (2013-2016)

• Ho Chi Minh city

• Qualification awarded: High school diploma

International University (2016-2020)

• Ho Chi Minh city
EDUCATION • Bachelor of Business Administration
• GPA: 3.15/4

University of West of England (2020-2021)

• Bristol, England
• West of England Program
• Major: Business Management

EXPERIENCE Staffing at program for freshmen Oct 2017

• International University
• Organizing a trip to Cu Chi for freshmen of University
• Approximately 2000 students to join
•
 HR member at TOSA club Oct 2017
• International University
• Members recruitment, training newbie.

Customer Service at Belle Lab – Saigon Mira

• Orders management
• Maintaining customers loyalty2
• Handling problems with customers
•
Cashier and Store manager at The Coffee House
• Meet target goal shift
• Manage daily revenue
• Ensure store quality
Operation team at TOSA info day
• Organizing a club info day for new students
• Attracting approximately 100 people to join.
HR manager assistant at Exim Bank
• Assist HR manager
• Prepare weekly meetings
• Posting job adverts
Intern at Hoang Hai Dang Company
• Type of internship: Human Resources
• Support the Finance Team in order to look up the distribution
warehouse which can purchase reasonably priced product.
• Calling potential applicants and doing a brief interview via
phone. If I find some suitable candidates in vacancies, I would
send the confirm letter to them on private email in order to
interview face by face with the senior managers of all
departments.
• Responsible for inputting data on Excel

Language
• English (UWE Test 6.0) – September 2020
• Japanese (N4) - Sep 2019
• Vietnamese

Skills
• Managing time
SKILLS
• PowerPoint, Word, Excel, Adobe Photoshop
• Concentrate when under pressure
• Communication skills in Vietnamese and English
• Critical Thinking
• Organization skills

REFERENCES Ms. Vo Phan Thuy Duong

• TOSA (International University)
• Position: Vice President
• Contact: vpthuyduongg@iutosa.com

Ms. Truong Phan Cam Tu

 • Belle Lab – Saigon Mira
• Position: Manager
• Contact: tu@bellelab.com

Ms. Nguyen Ngoc Loan

• Exim Bank
• Position: Human Resource Executive
• Contact: ….
•
Mr. Dang Huu Loc
• Hoang Hai Dang Limited Liability Company
• Position: Director
• Contact: hlocdang@gmail.com

2. Cover letter

549/35 Xo Viet Nghe Tinh Street, Ward 26, Binh Thanh District
Ho Chi Minh City
(84) 932.07.19.38
tlthaoduyen@gmail.com

December 10, 2020

HSBC
The Metropolitan
235 Dong Khoi Street, District 1
Ho Chi Minh city
028.35203346
humanresources@hsbc.com.vn

Dear HSBC Recruiter,

I am writing to express my concern about working opportunity with HSBC as Human Resource
Manager Assistant. I learned of position recruitment via Careerjet and would like to submit my
resume. I am currently pursuing my Business and Management Bachelor Degrees at
University of the West of England and tend to graduate in May 2021. Through the message
“Global bank understands the locality” to your customers has extremely impressed me that
make me desired to be a part of company. I believe with my knowlodge, experiences, i just
know that this position is for me.

To be honest, I had no intention of working in Human Resorces from the begining, but
incidentally, almost my work experiences are Human Resources relevant. During my past 4
years as a undergraduate, i have been done a partime job as HR manager assistant at Exim
bank. I did multi-task such as coordinating meetings, posting job adverts, importantly, to act as
partnership between HR and other departments to ensure that contact is smooth and
requests are resolved expeditiously. In winter of 2017 i worked at Belle Lab as role of
customer service which majority of my responsibilities is customers and people involved to
satisfy them. These accummulated experiences which i think are suitable to perform at HR
assistant.

Besides, I was an intern at Hoang Hai Dang Liability Company in Human Resource
department and done arrange of tasks by applying school knowledge and personal skills. For
instance writting script and content for job recruitment, using statistical analysis to record data
after department meetings or support the manager in conducting annual salary surveys by
using Excel and Data Analysis skills. Despite the fact that my work experience is not so much,
it can be said that the internship is highlight of my career as I can be straightforwardly a part of
HR office to involve and learn from the industry, helping me find out that I truly fit as a Human
Resources employee.

In addition, I tend to boost myself for better performance in workplace. Building and achieve
Digital skills in the next one year is my plan. I plan to take an online digital skills course of
Digital Skills Global in the next one year. Digital skills is gradually highly valued in modern
office, especially in the current COVID-19 pandemic. Personally, I think HR department will
start designing the overall digital enabling path of the business with the digital-skill matrix in
hand. I believe with my past knowledge and preparation is suitable for this position.

Currently, I keep developing my capabilities during study Top-up program at West of England
University. I am passionate to work and connect with people, it would be an honor for me to be
considered for this position. I am confident that I will be a brilliant candidate for a Human
Resources Manager Assistant position

I am desired for an interview and available anytime. Thank you for your patience and I'm
looking forward to hearing from you soon.

Sincerely,

Duyen

3. An outline of my desired graduate role and a supporting template showing whether

and how I meet the job specification for the role

Evaluate and compare with

Job Description
• A qualified HR professional to
Job brief take charge of all facets of
human resource activities and
procedures. Work towards
ensuring a proper
implementation of company
policies, strategies, objectives,
recruitment, performance
management, training &
development, and talent
my own competences and
skills
- I had done some part-
time jobs during my last
years as a student who
had the ability to
contact and work with
people connected to
human resources. I will
from here monitor and
respond to customers. I
have expertise.
- Furthermore, I have
developed my abilities
continuously. My
research success with a
reasonably decent GPA
is very good in terms of
the hard skills, the
amount of experience I
 management.
• The Human Resources
Officer oversees the
have gained from the
school classes. In
comparison, by taking
part in clubs and sports
in school I don't neglect
soft skills.

behavior of employees and - English skills are pretty

good. My audience,
the administration of though is small and
does not sound
personal. Recruitment, naturally. Every day, I
develop it.
Career objectives
Preparation and

Development, Personal and

Defense are main role of

department.

Responsibilities • Manage all HR activities of

new projects to ensure its

operations in smooth and

being in line with direction and

prevent the risks of HR issues/

problems such as grievance,

manifestations, compliance,

and others.

• Enhance HSBC capacity and

contribute to HSBC Vietnam

business expansion by

developing and leveraging the

competencies of HSBC

Vietnam manpower resources

throughout Human Resource

talent development and staff’s

 engagement and retention

• Work experience in Human

Resources major

• Basic office technique skills

• Excellent communication and

report writing skills (English)

• Ability to work independently,

Requirements
under high pressure, and

overtime to meet deadlines

• Positive attitude, logical work

arrangement and effective

time management skills.

4. A detailed development plan to gain or develop some of key skills

How and where you

Learning and Who will
will get it. Be Further
Development Timescales arrange it?
specific! comments
Need
Advanced Next one year My self. Earn
computer/tech skills. Digital Skills professional
Digital Skills Join in digital skills Global digital
online courses qualification

Get used to coding

concepts

Prepare technical
knowledge like ability
to use software, online
tool, data..

Talk and learn from

digital
developers/master to
better understand their
work

Be more confident in Next one year My self. Be more

public. Foreigners confident
Communication when
Skills (English Practice regular communicate
especially) communication

Eye contact

Balance between
speaking and listening
skills

Put away distraction

when communicate

Practice more English

speaking as talking
with foreigners, read
more English articles.
 How and where you
Learning and Who will
will get it. Be Further
Development Timescales arrange it?
specific! comments
Need
Expand vocabulary and 3-6 months My self
Writing Skills improve grammar Grammarly
Read more books, (Grammar
academic checking tool)
articles/journals

Sign up for academic

writing courses

Lack of I learned that I don't 6 months (From

experiences have too much college January 2021 to
knowledge. To June 2021)
strengthen this after a
comprehensive review
of my schedule to
prevent impacting
learning, I shall be an
assistant lecturer in the
Department of Human
Research at an
international
university.
Furthermore, at the
start of the next year, I
will be taking part in a
Techcombank
internship, which HR
ASIA AWARD honors
as the best place to
work in Asia for 5
months prior to
completion. Finally, in
the actual process I
would learn soft skills
to make sure I can
work efficiently
III.References
1. Amy L. Kristof-Brown; Ryan D. Zimmerman; Erin C. Johnson (2005). Consequences of
individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and
person-supervisor., 58(2), 281-342

2. Brunetto, Y. and Farr-Wharton, R. (2004), Does the talk affect your decision to walk: a
comparative pilot study examining the effect of communication practices on employee
commitment post-managerialism, Management Decision, Vol. 42 Nos 3/4, pp. 579-600.

3. Budhwar, P., & Debrah, Y. (2009). Future research on human resource management systems in
Asia. Asia Pacific Journal of Management, 26(2): 197–218.

4. Carnevale, J. B., & Hatak, I. (2020). Employee Adjustment and Well-Being in the Era of
COVID-19: Implications for Human Resource Management. Journal of Business Research.

5. Chawla, N., MacGowan, R. L., Gabriel, A. S., & Podsakoff, N. P. (2020). Unplugging or staying
connected? Examining the nature, antecedents, and consequences of profiles of daily recovery
experiences. Journal of Applied Psychology, 105(1), 19

6. Cooke, F. L. Forthcoming.(2017) Concepts, contexts and mindsets: Putting human resource

management research in (Asia) perspectives. Human Resource Management Journal

7. Dulewicz, S.V. (1994), Personal competencies, personality and responsibilities of middle

managers, Journal of Competency, Vol. 1, pp. 20-9.

8. Harvey, Lee (2001). Defining and Measuring Employability. Quality in Higher Education, 7(2),
97–109.

9. Hitt, MA, Bierman, L, Shimizu, K.,2001. Direct and moderating effects of human capital on
strategy and performance in professional service firms: a resource-based perspective. Academy
of Management Journal 44(1): 13–28.

10. HSBC, (2020), Student and Graduates

11. Hunt, J. and Baruch, Y. (2003), Developing top managers: the impact of interpersonal skills
training, Journal of Management Development, Vol. 22 No. 8, pp. 729-52.

12. Iza, Gigauri (2020) Influence of Covid-19 Crisis on Human Resource Management and
Companies’ Response: The Expert Study

13. Maes, J. D., Weldy, T. G., & Icenogle, M. L. (1997). A managerial perspective: Oral
communication competency is most important for business students in the workplace. The
Journal of Business Communication, 34, (1), 67-80.
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(2010). Importance of Employability Skills from Employers’ Perspective., 7(none), 430–438.

15. Roloff, M. E., Putnam, L. L., & Anastasiou, L. Negotiation Skills, Handbook of Communication
and Social Interaction Skills, p801

16. Sakshi, Choudhary (2009), Effectiveness of Internal Communications & Employer Branding
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17. Schaab, Brooke b. and Moses, Franklin L. (2003). Six Myths about Digital Skills Training, pp-
334

18. Tholen, Gerbrand (2015). What can research into graduate employability tell us about agency
and structure?. British Journal of Sociology of Education, 36(5), 766–784

19. Tran, Thi Tuyet (2015). Is graduate employability the ‘whole-of-higher-education-issue’?.

Journal of Education and Work, 28(3), 207–227.  

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