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Dip in Huma Capital Assignment
Dip in Huma Capital Assignment
Dip in Huma Capital Assignment
Batch ( 7 )
Prepared by;
Submitted to;
Group Member Name
Daw Chit Thet Khaing
Date of Submitted
__ / __ / ____
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Table of Contents
Executive Summary...................................................................................................................4
1.0. Introduction.....................................................................................................................5
1.2.1 Vision:..................................................................................................................5
1.2.2 Mission:................................................................................................................5
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2.6.2. Purpose of E-commerce Flow Policy.................................................................13
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Executive Summary
725 Company is investigating the arcade to isolate potential opportunities for future auctions
in this rapidly moving environment. 725 Company’s established mission is to create itself as
an international luxury provider of top of the line journey travel. This goal does not revenue
725 Company from the assembly in additional segments. However, provide a corporate effort
and a segregated proposing.
725 Company has well-known relationships with suppliers of travel products and services.
Market investigation has enabled us to identify and create working relationships with service
providers around the world.
1.0. Introduction
725 Company will start operations this year and provide journey and travel packages to
around the world. A chance for accomplishment occurs because the national travel industry is
rising and adventure travel.
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The 725 company is now trying to expand its business and set up a Business Development
Department to launch its own product using the web platform.
1.2.2 Mission:
To ensure satisfaction and safety to our valued partner and
to our client. And to develop reliable and long-term
treasurable relationships with our clients/partners and
suppliers.
1.2.3 Value :
725 Company value is Customer Care, Integrity, Reliability,
Team Work, and Respect.
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2.0. Human Capital Management
2.1. Manpower Planning
Assistant Total
Manager Supervisor Staff
Manger Manpower
BD
1 1 1 4 7
Department
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2.4. Recruitment Plan
2.4.1. Introduction of Recruitment Plan
As 725 Company Limited will expand its operations., it is revamping its
recruitment plan to smooth the recruitment of employee.
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Job Specification of Assistant BD Manager
Assistant BD Manager also has a Bachelor's Degree and Diploma
in Management. Strongly communication skills and knowledge of
financial.
Job Description of Assistant BD Manager is can monitor, market
and competitor activity; assistant to BD Manager and can work as
teamwork. Prepare the reports to BD Manager and BOD after
checking the daily progress. Analyze the report from customer and
audient data.
Job Specification of Supervisor has Bachelor Degrees and
Diploma/Certificate in Business Management and 1years’
experience in a related field. Can workable under pressure.
Job Description of Supervisor can monitor the under employee and
easy to Familiar with company policy and can solve the problem.
Build and promote strong, long-lasting customer relationships and
contribute to a high level of customer satisfaction. To train and can
get a high operational goal and to smooth the working
environment.
Job Specification of Staff has Bachelor Degrees and Certification
of Marketing, Administration at least. Must be active and have an
obey.
Job Description of Staff can work actively and in teamwork. Good
Communication Skills and having learned. Can work with
customer requirements and solve the problem. Preparing office
equipment and material. Solving the customer complaints and
report to any problem with senior.
Sourcing and Seeking
Posting advertisements inappropriate places for new employees and
must be able to announce accurately and effectively to broadcast
information.
Screening and Shortlisting
Shortlisting applications must first be screened for submissions. Out of
these, the relevant qualified employee will be selected and interviewed.
Interviewing
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Applicants who have successfully passed the above screening process
will be given a Telephone Interview and will be re-selected. And,
applicants who have passed the level by phone will be required to
make the necessary checks, record the Interview Assessment Form,
and consult with the relevant department employee and inform the
qualified candidates.
Onboarding
Candidates must do the following on the day of entry:
Introduction, Training on safety and security, signing an employer-
employee agreement, Request required documents and complete
personal information, Have the staff handbook read, Clarification of
rules, regulations and policy guidelines, Employees who do not yet
have a Social Security card should apply for a card and complete Form
2
Probation Evaluation Form should be sent to the relevant department
head one week before the end of the two-month period to verify the
success of the probationary period.
Employees who fail during the probationary period must be notified
one month in advance and a letter of resignation must be sent, and a
letter of notification shall be issued along with the announcement of
the appointment of new employees as a permanent employee on the
third full month.
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2.4.6. Requirement Budget
No Designation Men Power Minimum Maximum Total Total
Budget US$ Budget US$ Minimum Maximum
Budget US$ Budget
US$
1 BD Manager 1 1200 1500 1200 1500
2 Assistant 1 800 1000 800 1000
Manager
3 Supervisor 1 600 800 600 800
5 Staff 4 200 300 800 1200
Total Estimate Budget 3400 4500
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2.5. Training Plan
2.5.1. Introduction of Training Plan
1. This training is primarily intended for employees of the business
development department.
2. All employees of the business development department must be proficient
in marketing and Membership Application from the new business e-
commerce website.
3. To provide professional service in response to customer inquiries.
4. Qualifications of 725's employees to ensure employment opportunities.
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2.5.5. Training Detail Schedule II
Training Name General Cross-Functional Skill Training
Trainer Mrs. Htet Htet Aung
Trainee Employees of Business Development Department
Teaching Method Offline Method
Duration 7Days
Place Company Meeting Room
Date / Time 7-Jan-2020 / 1:00pm to 2:00pm
Training Goal Communication Skill
Cultural understanding
Consultative approach to work
Ability to see big
Ability to give constructive feedback
Learning strategies, Learning to learn
At the end of the training, the practical application will be assessed by Evaluation
From.
Comment ...............................................................................................
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2.6. E-commerce Flow Policy
2. Check the bank transfer or cash on delivery at once and call the
customer to confirm the order information by phone.
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3. Then, if the customer wants to make a change regarding the order,
the 725 company should use the website back end to create the order
amendment.
6. In the event of a bank transfer, make sure the amount of the transfer
is verified and the customer will be notified if there is any mistake.
Continue to correct the amount and if the amount is correct, need to
inform the VIP customer to give the membership point.
2. If the deadline is not met, contact the delivery service co., Inquire
about the situation and report it to the customer in advance to ensure
customer satisfaction.
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2.6.5. Condition of E-commerce Flow Policy
The e-commerce website policy will change policies depending on the
circumstances at the time of the actual start of the process, with a view
to streamlining the process.
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The employee who opens the voucher must also certainly open the
voucher to make sure it is correct and secure.
According to the needs of the business, the employee who chooses the
rope should choose the item and design in the order voucher without
any mistake and pack the parcel in a short time to make it neat and tidy
without forgetting the need.
Do not deviate from the above instructions and procedures.
Deviations from the action must be made on the instructions of the
relevant management board.
Violation of this directive will result in disciplinary action in
accordance with the Company's rules and regulations.
These policies and guidelines are effective January 1, 2020, until a
new, irreplaceable policy is developed.
It can be deleted or updated when needed, depending on the time
period.
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2.7. Performance Management System
2.7.1. Purpose of Performance Management System
It aims to improve the performance of employees in the workplace
and to continuously improve the performance of employees.
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2.7.5. Implementation of capacity assessment
No Level Critira
1 Grade (A) Promotion if there is a vacancy
2 Grade (B) Increase within the payroll according to the pay
structure
3 Grade (C) Call for capacity building
4 Grade (D) Encourage the employee to meet individually and
continue to study for the required skills.
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3.0. Conclusion and Recommendation
3.0.1. Conclusion
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