Assignment Front Sheet

Student Name/ID/Class (V)Nguyen Gia Hien ID: F12--056 (E) (Class) F12A

Unit Title Unit 3. Human Resource Management

Assignment Title HRM2: The Job Application

Assignment Number 2 Assessor

02/01/2020 Date
Submission Date
Received
1st
Similarity Report
In This Assessment You Will Have Opportunities To Provide Evidence Against The Following Criteria.
Indicate The Page Numbers Where The Evidence Can Be Found

STUDENT DECLARATION:

I certify that the work submitted for this assignment is my own. I have clearly referenced any sources used in the
work. I understand that false declaration is a form of malpractice.

Student Signature: Date:

1
 Achievement Summary
Assessment In the assessment you will have Evidence Achieved Internal
Criteria the opportunity to present (page no) (tick) Verification
evidence that shows you are able
to: First Re-
Attempt submission
LO3 Analyse internal and external factors that affect Human
Resource Management decision-making, including employment
legislation
P5 Analyse the importance of 13
employee relations in respect to
influencing HRM decision-making.

P6 Identify the key elements of 15

employment legislation and the
impact it has upon HRM decision-
making
M4 Evaluate the key aspects of employee 20
relations management and
employment legislation that affect
HRM decision-making in an
organisational context.
D3 Critically evaluate employee relations and 20
the application of HRM practices that
inform and influence decision-making in
an organisational context.
LO4 Apply Human Resource Management practices in a work-
related context

P7 Illustrate the application of HRM practices 18

in a work-related context, using specific
examples

M5 Provide a rationale for the application of 18

specific HRM practices in a work-related
context.

LO3 & 4
D3 Critically evaluate employee relations 20
and the application of HRM practices
that inform and influence decision-
making in an organisational context.

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 Assignment Feedback
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NAME:

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Table of Contents
Portfolio Document...................................................................................................................5
Introduction.............................................................................................................................13
1. An evaluation summamry of employee relations and employment legislation that
relate to these HR practices....................................................................................................13
1.1. Effective employee relation...................................................................................13
1.1.1. Employee relation...........................................................................................13
1.1.2. Maintaining good employee relations...........................................................14
1.1.3. Strategies for building and improving employee relations and engagement
14
2. Key aspects of employment legislation within which the organization must work.......15
2.1. The purpose of employment law.......................................................................15
2.2. Key legal issues and constraints............................................................................16
2.3. Ethical and social responsibilities.........................................................................18
2.4. Trade unions and workplace representation.......................................................18
3. An evaluation of how employee relations and employment legislation inform decision
and meets business objectives.................................................................................................20
3.1. Employee relation...................................................................................................20
3.2. Employment legislation.........................................................................................20
Conclusion...............................................................................................................................20
References................................................................................................................................22

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 Portfolio Document
Job Specification

Job specification

I. Job description:

- Write daily orders

- Finding potential customer

- Persuading customer to purchase a company’s good and service

- Do the survey and get customer’s feedback

- Customer consulting

II. Requirement:

1. Personal trait:
- Male from 1m62, female from 1m58
- Age: from 20 to 40
- Have a good voice
2. Knowledge:
- Have a good knowledge about company and the products of Unilever
- Deep knowledge about sale process and the customer service
3. Experience:
- Graduated from high school and university
- Have experience about sale before
- Having a volunteer experience about sale process being a plus
4. Skills:
- Flexible in the work
- Having a good communication and writing skills
- Good Internet marketing skills

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 - Consulting skills
- Marketing and advertising degree being a plus
- Can use smartphone and computer fluently
- Can be proactive in transportation
- Can work as a team
- Have ability to handle the situation

Job Advertisement

WE ARE LOOKING FOR

SALE STAFF

Working in Unilever Vietnam is the one of the global multiple

company which has the popular brand about food, health care
and comestics which the all Vietnamese people use.
 More than 400 brands
 More than 350 large distributions
 More than 150.000 retailer shops
 More than 16.500 employees working in our third parties

The sale position have the work that understading the

information of products, persuade and guide the customers to
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purchase the goods and services, write daily orders, do the
survey and customer feedback.

WE HAVE THE REQUIREMENT:

 The bacherlor’s degree
 Having good presentation and influencing skill

Advantages when applied this position:

- Professional working environment
- Providing the lunch and dinner meals for staff
- Having the health insurance for individual
- Providing the tourism and vacations
- Having the discount for buying company’s products
- The salary for this position offfered 7.000.000 VND

SELECTION PROCESS:
 Step 1: Initial Interview. (25/12/2019)
 Step 2: Employment Test (29/12/2019)
 Step 3: Final Interview (2/1/2020)

APPLY NOW!
Candidates can send your CV with education qualifications on
or before 12th November,2019.
Furthermore, information please check in Unilever.com.vn.

7
Contact us for more information

Contact name: Mr. Pham Duong Hai Anh

Gmail: hai.anh.pham.duong@gmail.com

Phone number: 0950438996

Address: 12 Chua Boc Street, Dong Da, Hanoi

Interview Question

8
9
Interview Note

10
CV

Recruitment and selection evaluation process:

11
Advantages: Good interaction, presentation, good attitudes and know the reasons for wanting to work
in the Unilever Vietnam

Disadvantages: Not really know the work skills and not enough interaction by the question

Job Offer

05/01/2020

Nguyen Quang Huy

Ha Noi

Dear Nguyen Quang Huy,

 
We are pleased to offer you the sale staff at Unilever Vietnam with a start date of 06/01/2020. You
will be reporting directly to Nguyen Kim Anh at Unilever Vietnam. We believe your skills and
experience are match for our company. We offer you with the salary about 7.000.00 VND with the
benefit when you join our company.

   

Your employment with Unilever Vietnam will be on an at-will basis, which means you and the
company are free to terminate the employment relationship at any time for any reason.

  

Please confirm your acceptance of this offer by signing and returning this letter by Nguyen Kim Anh.

We are excited to have you join our team! If you have any questions, please feel free to reach out at
any time.

Sincerely,

Best regard 

Nguyen Gia Hien

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Introduction

The human resource is the one of important part in Unilever Vietnam. With the thousand’s
employees, the human resource managers have the decision for built and developed the employees
and employee relation. With keeping the company in control of legal law, the human resource has to
take employees and employers under control. The organization is affected by the labour law and the
employee relation. The human resource is the main function for keeping the running business in
stability.

1. An evaluation summamry of employee relations and employment legislation that

relate to these HR practices

1.1. Effective employee relation

1.1.1. Employee relation

The employee relation explanation refers to the works in organization to build and keep a positive
relation between employees. Wargborn (2008) said that Employment Relationship Management in
some organizations manage and increase motivation in the staff in improving the of employees with
employees, employers. The human resource managers need to have preparation of good relationship
of each individual employee with the other in organization to get the best condition and working
environment. The employee relation is the communication in organization to reach the beneficial
approach that offers common standards for employees and companies. The satisfaction of the
individual needs is promised by the major values that increasing the motivation, retention,

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performance and attraction to achieve the employer’s missions (Strohmeier,2013). The human
resource department of Unilever have to improve the performance of the employees and company that
make they have to make relation of people becomes better than ever. Thus, the managers have to
make the tasks of making relation be necessary in organization. The human resource managers can
have an easy way to have the decision for employees work in aiming the goals of organization. The
employee performance is the result of products and achievements for the organization. The success of
organization is from the management employee relation imperious and precious to our spirited
benefits. When employees can work effectively with each other, they can improve the productivity
and their tasks quickly.

1.1.2. Maintaining good employee relations

The managers have to set up and keep the good relation in organization. The first, employees have
good connection and communication in avoiding the confusion and mistake in working. To aim the
goals of organization, the employers need to understand and know how to use the people. The
expression is a good way for get understanding other employees and employers, the employers can
give a way to workers can express themselves their ideas and feelings to the leaders or employers.
The rewards and inspiration are the good way for getting goal. However, goal is difficult and
noticeable. The human resource manager needs to create the needs of the goals for the employees so
they can change to the better standard in performance. The offer for development of career is the way
for the communication between workers and employer, for develop the relationship with others to
finish the tasks. The leaders have to make the meeting with workers for know each other in
department and company. That the team can fix the mistake and lack of work from the feedback of
work and report for each steps of the work. The meeting has to become regularly for remaining the
progress of work and communication and make people help their coworkers. The sharing work is a
way for maintaining the relation of workers.

1.1.3. Strategies for building and improving employee relations and engagement

The organization have the meeting for the new and currently work to have the communication and
relation. The managers make strategy for increasing employee relationship in team and company.
Encouraging individuals to share work with each other’s, that can make them comfort to each other
when communicate. The leader should occur only in extreme situations of conflicts and strict

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misunderstandings. The effective communication among team members is have been observed by the
team leaders to make the good connection to avoid the misunderstandings.

Making the conducive workplace culture for workers in organization. The workers want to have a
good workplace and feel comfortable when working. The employers have to know the value of
employees and promote or transfer them to a better position for company.

The leader needs to make the members know their important in our company. Thus, the members
need know their responsibilities and have to accept the challenge. Team leader should know what
member doing and their tasks. The involvement is necessary in organization to get information to
share their work and increase the comfort level.

The events which holidays, celebrations and occasions at the workplace help the employee relation
that take the decoration and make all the important arrangements for themselves. The initiative and
organize things are for employees.

2. Key aspects of employment legislation within which the organization must work

2.1. The purpose of employment law

The employment law is the protection for employees in condition and environment. Unilever is the
multiple-countries that the Unilever Vietnam has to follow both UK law and Vietnam’ Labour Code.

The human resource function of Unilever Vietnam has to take and work with the legislation of laws
from multiple countries. The Unilever Vietnam controlled both UK and Vietnamese laws. The
Unilever have dual exchange that listed in London and Amsterdam. Our company have the rights for
employees in multiple countries that makes them have to collect and make they go right in
employment law.

The Unilever regulated the law in operating and making the base. Which means that the Unilever – a
multinational enterprise has international treaties for example that Universal Declaration of Human
Rights with ILO Conventions and the International Organisation for Standardization and some more
frameworks that provided the compass to guide Unilever.

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Unilever Vietnam have to follow the Viet Nam General Confederation of Labour. Viet Nam has the
right for protecting the citizens and not followed the ILO Conventions which in the Freedom of
Association and Collective Bargaining.

2.2. Key legal issues and constraints

Vietnamese laws

According the According to Labour Code No. 45/2019 /QH14, Article 28. Wage during the
probation period

The wage for an employee during the probation period must be agreed upon by the two
parties but must be at least equal to 85% of the wage for the job.

=>This law is the Unilever using for employees taking the tests their jobs and wages. The
candidates for that position works that they can have the wages with the company by the
contracts of employer and candidates. The human resource function has to take care about the
wages for the employees in probation period to keep them work for company in the next day.

According the According to Labour Code No. 45/2019 /QH14, Article 47.
Responsibilities of an employer in case of terminating labor contracts

1. At least 15 days before the date of expiry of a definite-term labor contract, the employer
shall give a written notice of the time of termination of the contract to the employee
concerned.

2. Within 7 working days after termination of a labor contract, the two parties shall make all
payments related to the interests of each party; in special cases, this time limit may be
extended but must not exceed 30 days.

3. The employer shall complete the confirmation procedure and return the social insurance
book and other papers of the employee which are kept by the employer.

=>The Article 47 of Vietnam’s Labour Code is Unilever Vietnam use by human resource function at
the time that they have to change employees or reduce the expense of organization. And the contract
of employees and company has to solve by the both two sides. The human resource managers in
Unilever has to think the benefit of the employee’s productivity. The reducing of number of employee
in Unilever is the disadvantage for company that the quality of production could be worse than before.
So, the employees need to follow this article for avoiding the penalties

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According the According to Labour Code No. 45/2019 /QH14, Article 90. Wages

1. Wage is a monetary amount which is paid by an employer to an employee to do a job as

agreed by the two parties.

Wage includes a wage amount which is based on the work or title, wage allowance(s) and
other additional payments.

An employee’s wage must not be lower than the minimum wage set by the Government.

2. A wage must be paid to an employee based on labor productivity and quality of the work
performed.

3. An employer shall pay equal wages without gender-based discrimination to employees

doing a job of equal value.

=>The wage of employees in Unilever has to follow the article 90 which the employees need to have
the wage from the minimum wage from legal laws. The human resource function of Unilever Vietnam
must be followed and take a notice on it. The employees get the benefits for them to have the
innovation. The wage is needed to be one of the important parts in human resource function.

UK laws

The continuous employment in contracts of employment and working hours of employing people
from GOV.UK (2019) is when an employee has worked foe one employer without a break and the
lengths of continuous employment gives certain rights to employees include the maternity pay,
flexible working requests and redundancy pay.

=>The continues employee’s working time and rights has to be controlled by human resource function
in Unilever. The deal with the employee has to support for giving them the best working environment
and their demand. The working time for employees in the Unilever company should be based on the
maxium time for employees.

The employment contract from GOV.UK (2019) is that all employees have an employemnt contract
with their employer. A contract is an agreement that sets out an employee’s which employee
condition, rights, responsibilities and duties.

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=>With the agreement in the contract, the employees have to work by side of their responsibilities and
duties. The employer has the reduction in works by the good and talent employees. Unilever Vietnam
got the fittest employees for company to increase the productivity and reduce the work of employers.

The career break in working, jobs and pensions from GOV.UK (2019) is that there are no laws that
deal specifically with taking a career break – it is only an agreement between employer and employee.

=>The Unilever Vietnam needs to accept this legal law for not breaking career of employees. The
employer does not have the legal for eliminate their employee in Unilever. The employers want to
reduce the number of employees, they have to get the employee’s agreement.

2.3. Ethical and social responsibilities

The principle of social responsibility is the system of ethics built on that the decisions and the actions
must be validated ethically before progressing. If the decision and action could cause harmfully to the
humanity or environment that it would be considered to be irresponsible socially.

This is applied in both the individuals and group of people like Unilever Vietnam. The daily decision
and action of Unilever Vietnam have to be incorporated with social responsibility. The production of
Unilever Vietnam is required many materials and employees, so the company usually upgrade the
system of the social responsibility. Thus, the company can protect the environment and ensure the
integrity of humanity.

2.4. Trade unions and workplace representation

The Trade unions which protect from the illegal policies from employers and provide the better
working condition. With Trade Union in Unilever, the employees can take their right and can get
better salary and healthy working environment, avoid the employer’s bad actions. The Trade union
has the big role that

 Gives the bargaining power for the employees getting over employer in the
organization
 Gives the higher salary rate, job security, healthy condition
 Increases the standard of living and self-respect for employees

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  Checking the unfair actions from labor code and legislation at the Unilever

- Collective agreement

The collective agreement is an important part of the label contract cooperation process and complexed
and involved in drafting of agreement between the labour union and employer. The terms and
conditions of employment for the employment would be lay out by the agreement with employer for
the specification in a period of time. The role of collective bargaining agreements:

- Human resource managers in Unilever have the decision for terms and conditions are
fair and the appropriated period for the organization.
- The Unilever has to decide the wage of employees by the agreement of the employers
with executives.
- The significant part of negotiations in Unilever concerns the advantages which is the
most contested area. Thus, the increasing wages are affected directly to the benefits of
the company that is the what discussed in the meeting.

- Discipline, grievances and redundancy – best practice

The discipline is the employers have to send the letter about setting out capability, the nature conduct
or other situations. Thus, the employer has led to contemplate dismissing or take disciplinary action.
Then the employer must invite employee to join the meeting hold by a more senior manager to get the
final.

The grievance is in the regulations as the complaint by an employee about the action which related to
the employer taken or employer has taken. The applicant of grievance procedure is in constructive
dismissal conditions.

The redundancy is the termination of employees in organization reasons. The redundancy could be
required or voluntary. The human resource function of Unilever Vietnam prevents to terminate the
chosen employee that not fit with the company.

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The Unilever need making the meeting for agreement to employees for grievances, discipline and
redundancy. The employers can take the decisions for each situations of employees. The Unilever can
provide the strategies by the managers of the development for organization that employers aware that
they can meet in the next day. With the Unilever applied these very well, the employees can work in a
good working conditions and improved the productivity.

3. An evaluation of how employee relations and employment legislation inform

decision and meets business objectives

3.1. Employee relation

Unilever Vietnam is the multiple companies, so the large number of employments is the hard question
for the managers. The employees need to have teamwork skill for completing the projects and
campaigns. The Unilever Vietnam with the good in manager and using human resource in right way
that lead the achievement and profits for organization. The quality of products that improved by the
working of all employees. The brand of Unilever that be more popular in Vietnam and other countries
which is the achievement for the employees work together. The managers have maintained and kept
the employee’s relation effectively. The managers in Unilever Vietnam have good strategies for
managing employees and keep them in good relationship with others. Thus, the employees get the
good communication and connection in the organization.

3.2. Employment legislation

The employee legislation is the key of managing in human resource for the organization. The human
resource needs the legal law for the base of running business. The human resource function of
Unilever Vietnam has to take and work with the legislation of laws from multiple countries. The
Unilever Vietnam controlled both UK and Vietnamese laws.

Conclusion

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The employee relation in Unilever has the important role in company’s performance. The human
resource department of Unilever have to improve the performance of the employees and company that
make they have to make relation of people becomes better than ever. The Unilever have the good
result in this year that the products of company is increasing quality and profit in asset of company.
And the Unilever Vietnam applied the legislation of international and Vietnam Labour Code very well
that the HR function have good decision to develop company in control of Government. The Unilever
is good at employee relation and legislation for having the good brand nowadays.

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