BCTT (08082022)

MINISTRY OF EDUCATION AND TRAINING
HCM UNIVERSITY OF TECHNOLOGY AND EDUCATION

HIGH QUALITY TRAINING DEPARTMENT
GRADUATE INTERNSHIP REPORT

TOPIC:
FINISHING RECRUITMENT PROCESS

AT CNS AMURA COMPANY
Full name : Nguyễn Thị Hạnh Nhi

Student ID : 19124054
Course : 2019
Major : Industrial Management
Instructor : Nguyễn Thị Thanh Vân
HCMC, August 2022
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THANKYOU!
In order to complete this report, I would like to express my sincerest thanks to the
teachers of the Faculty of High-Quality Training, University of Technology and
Education for giving me the opportunity to study, practice and improve my skills,
accumulate knowledge and skills to carry out this report.
In particular, I would like to thank my Instructor, Ms. Nguyen Thi Thanh Van, for
enthusiastically guiding, monitoring and giving a lot of useful advice, correcting my
mistakes no matter how big or small. I can complete this report in the best way.
Due to my limited knowledge and lack of practical experience, the content of the
report cannot have shortcomings. I look forward to receiving further advice and
instruction from you.
Finally, I would like to wish the teachers in general and the instructors Ms. Thanh
Van in particular always good health and achieve much success in work.
Best regards,
HCMC, August 10, 2022

Student
Nguyễn Thị Hạnh Nhi
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LIST OF ACRONYMS
ACRONYMS EXPLAIN
QA Quality Assurance
QC Quality Control
PC Production Control
HR Human Resource
R&D Research & Development
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LIST OF TABLES
Bảng 3.1: Tình hình xuất nhập tồn đầu khóa kéo.....................................................................................................6
Bảng 3.2: Định mức nhu cầu một số NVL cho 4 họ sản phẩm..................................................................................6
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LIST OF FIGURE
Figure 1.1: Logo and overview of the company.....................................................................................................11
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Table of Contents
Type chapter title (level 1).......................................................................................................................................1
Type chapter title (level 2) 2
Type chapter title (level 1).......................................................................................................................................4
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HEADING
1.Reason for choosing the topic
In the context of the current industrial revolution 4.0, modern machines and equipment
or in other words robots are gradually replacing humans to take on job positions in
production and business. However, that does not mean that machines can completely
replace humans, because there are things that humans do better than machines as well
as things that machines cannot do.
The industrial revolution 4.0 brings many advantages to our country, but at the same
time, there are still many challenges that businesses must overcome in order to survive
and develop sustainably. Human resources together with the factors of equipment,
capital, leadership ability of the head, ... are the factors affecting the success and
development of the business. An important thing is that the success of every business
cannot be separated from the human factor. Therefore, ensuring the human resources
of each organization is very necessary.
Recruitment is a very important activity in every business. Recruitment aims to
supplement qualified human resources to serve production and business activities as
well as improve the competitiveness of company. Besides, human resource recruitment
is also the basis for the arrangement, training and development of human resources,
etc. Recruitment activities, if done well, will bring businesses many advantages in
sustainable development. as well as increase competitiveness to bring more profits for
businesses.
Stemming from the difficulties and limitations that the company is facing, along with
the time of fact-finding during my internship in the field of human resource
recruitment at the Branch of CNS AMURA PRECISION Co., Ltd., I decided to
research about the current situation of recruitment here as well as the difficulties and
limitations in the implementation process. Besides, the solutions to improve
recruitment work at the company will also be presented in detail through the research
topic: "Improving human resource recruitment at CNS AMURA PRECISION CO.,
LTD".
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2.Research Objectives
On the basis of studying the current situation of recruitment at CNS AMURA

PRECISION Co., Ltd., the advantages and disadvantages that are encountered, the
study aims to improve the recruitment of human resources at the company.
3.Object and scope of research
Research object
The object of the study includes: the current situation of human resource recruitment;
advantages and disadvantages in human resource recruitment process and solutions
and recommendations to improve human resource recruitment at CNS AMURA
PRECISION Co., Ltd.
Research scope:
About space: Limited research at the human resources department of CNS AMURA
PRECISION Co., Ltd
About time: Research on human resource recruitment at CNS AMURA PRECISION
Co., Ltd in 2022.
4.Research Methodology
Observation method
Observe the current situation of human resource recruitment at the company and the
advantages and disadvantages in the implementation process through the internship
period at the company.
Methods of information collection
Collect documents, reports and data related to the recruitment of human resources at
the company in recent years.
Analytical methods
Analyze the company's annual reports, documents, data and reports related to human
resource recruitment.
Interview method
Conduct interviews with members of the company on issues related to recruitment to
serve the research process.
5.Structure of the report
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In addition to the introduction and conclusion, the graduation internship report consists
of 4 chapters:
Chapter 1: Overview of CNS AMURA PRECISION CO., LTD
Chapter 2: Theoretical basis of recruitment at CNS AMURA PRECISION CO., LTD
Chapter 3: The reality of recruitment at CNS AMURA PRECISION Co., Ltd
Chapter 4: Some recommendations to improve recruitment at CNS AMURA
PRECISION CO., LTD
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CHAPTER 1: OVERVIEW OF CNS AMURA PRECISION
1.1. Introduction of the company CNS AMURA PRECISION
Source: CNS Amura Company

Figure 1.1: Logo and overview of the company
CNS AMURA Precision (CAP) Co., Ltd. is a member of Saigon Industry Corporation
(CNS). CNS is one of the leading corporations in Ho Chi Minh City, operating in the
fields of mechanical engineering, machinery, chemicals, information technology,
electronics, food, real estate and trade and services. With 07 subsidiaries and 4
affiliated companies, 2 foreign joint venture companies and 4 factories, a total of more
than 5000 officers and employees. With its growth, CNS affirms its key role in the
industry in Ho Chi Minh City and throughout the country through quality products and
services that are highly appreciated by international partners and customers.
1.2. History of formation and development
History and Development:
About Saigon Industrial Corporation
On March 27, 2006, on the basis of combining industrial production units under the
Department of Industry of Ho Chi Minh City. Ho Chi Minh City, Saigon Industry
Corporation was established with 8 subsidiaries, 3 affiliated companies and 4 affiliated
factories. The main business lines are Mechanics, Chemicals, Electronics -
Information Technology and Food.
CNS has advocated the benefits of arranging industry and business in industrial parks
through the non-stop development movement. CNS established a plan in 2007 to
enhance core skills while diversifying sectors, with the objective of providing high
efficiency through investment forms and collaboration with significant domestic and
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overseas partners. country to raise average annual income by double digits. Based on
prior successes, Saigon Industry Corporation is now acknowledged as one of the City's
highly efficient industrial units with rapid and steady development.
About CNS Amura Precision Co., LTD
CNS AMURA Precision (CAP) Co., Ltd was established in 2012 and is a member of
Saigon Industry Corporation (CNS). CAP has experience in the mechanical industry
from CNS Corporation, is equipped with modern machines and equipment with
Japanese technology, highly specialized knowledge in the mechanical industry from
his Singaporean partner, and experienced staff. With the ability of the Company, it was
possible to shorten the time of designing, making molds, changing models and
products quickly and flexibly, and being able to produce molds of different
complexity. best, with optimal features and high quality. After 9 years of operation,
the company has gained trust from customers and developed a more diversified and
stronger market.
Domestic transaction name : CÔNG TY TNHH CNS AMURA PRECISION
Foreign transaction name : CNS AMURA PRECISION ., LTD
Address : Lot I-10-1, D2 Street, Hi-Tech Park, Long Thanh My Ward,
District 9, Ho Chi Minh City
Phone : (84-28) 6257 7598
Fax : (84-28) 3895 3347
Email : cap@cnsamura.com.vn
Website : www.cnsamura.com.vn
 Company’s orgnization chart
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Figure 1.2: Company’s organization chart
 The company’s infrastructure, material and technology
CNS Amura Precision Co., LTD has many modern mechanical processing equipment,
100% new imported from reputable and top quality manufacturers in the world such as
Japan, USA. Specifically, such as CNC milling machines, CNC vertical machining
centers, CNC electric shooting machines, CNC wire cutting machines and auiliary
equipment for production such as flat grinders, lathes, universal milling machines,
optical rulers with high precision 1/1000, three-dimensional coordinate measuring
machine,...
In addition to the equipment in production, the company is also fully equipped with
equipment in the office to serve the work of employees such as photocopiers, color
printers, small bars for coffee breaks, ... Below is a picture of some of the machines
that the company uses to produce products:
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Figure 1.3: CNC Milling Machine

Figure 1.4: EDM Machine
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Figure 1.5: Intergrex Machine

Figure 1.6: CNC 5 Axis Machine
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Figure 1.7: QC Inspection Machine

Figure 1.8: Smart Scope QC Inspection Machine
1.3. Vision & Mission
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1.3.1. Vision
Constantly creating in science and technology and improving all activities to develop
high precision mechanical industry, provide the best products and services, the most
optimal solutions, in order to contribute to the success of the company. Corporations
and customers.
1.3.2. Mission
Become a leading company in Vietnam providing products and fields in the field of
high precision mechanical engineering.
1.4. Field of activity
Mold products/mechanical parts used to manufacture industrial products such as: cars,
motorcycles, medical informatics, electronics - telecommunications, rubber, plastic,
food, household goods other …
Details of plastic products used in industries: cars, motorcycles, medical, electronics -
telecommunications, informatics, food and other household industries...
1.5. Organizational structure
1.5.1. Organizational structure
Each company has its own organizational chart, depending on the organization
depending on the size of the company, the number of human resources, ... in order to
operate effectively, promote the role of each individual in the company, coordinate and
help each other in the process of working for the common goal.
Source: HR of CNS Amura Company
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Figure 1.9: Organization chart of CNS AMURA company
1.5.2. Functions and tasks of the levels in the organization chart
The company is divided into departments and units such as:
Board of Directors
General Director: General management of production and business activities of the
Company;
Deputy General Director: in charge of engineering, production (mold, plastic);
Deputy General Director: in charge of sales and development of new product markets.
Human resource
In charge of administrative tasks;
Advise the Board of Directors on the organization and management of personnel;
Human resource training and development;
Labor work, salary, regimes and policies for employees;
Act as the focal point to coordinate with law enforcement agencies, inspect, examine
and settle labor disputes.
Accounting - Finance Department
In charge of advising the Board of Directors and performing the financial and
accounting work of the Company;
Accounting of profit and loss according to the actual production and business
situation;
Advising the Board of Transactions of the Company to use capital for production and
business effectively;
Follow-up, reconciliation and inventory of fixed assets;
IT Department
Implement Information Technology related activities of the whole Company
(including Sales of information technology infrastructure systems, software systems,
information technology solutions) in order to optimize the system, the data security
and safety.
Sales & Marketing Department
Organize the implementation of sales and marketing programs to find new customers
to make quotations... customer care requests from them promptly),
Prepare a copy contract when there is a transaction (using a sample contract);
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Communicate requirements from customers internally throughout the production
process.
Capture the production situation (production capacity weekly, monthly from the
production planning department) to find the right order for the right type of machine
and lure;
As a window to deal with customers;
Capture the production efficiency of each project (receive information from PC after
finishing the project);
Management of mold making orders, design changes, initial deployment test orders.
QA, QC, ISO Department
QA (Quality Assurance):
Acting as a gateway to deal with customers when quality problems arise;
Develop bond inspection standards, train bonded inspection staff.
Responsible for product quality according to customer requirements
Set management standards to satisfy customer requirements.
Decide on the method of quality assurance at the beginning of production
Coordinate with R&D department to solve arising problems of products made at each
EVENT during deployment, provide timely solutions.
Discuss quality assurance methods with customers, decide methods Production
management method so that there are no damaged goods, no exported goods and
training for QC.
Responding to customer/third party reviews.
QC (Quality Control):
Monitoring the implementation of production units on quality management regulations
to ensure the production of goods that satisfy customer requirements.
Set up OCP (quality control process) for each production stage;
Control product quality, quality of imported and exported components
Customer communication to ensure customer satisfaction regarding the quality of the
product.
Research and solve product quality problems in the production phase.
Provide countermeasures to prevent arising quality problems and prevent export.
General control 4M during production.
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ISO (International Organization for Standardization):
Improve ISO 9001 quality management system, build another system (if any) as
required, maintain the operation of the system.
Measurement: Management of surveying parts (Including details in molds and plastic
products in production);
Spending on measuring and meeting orders and giving measurement results
(Responsible for the numbers you have reported);
Measure product samples throughout the Company;
Monitor the status of work and employees in the department.
PC (Production control) Department:
Issue production orders, regulate production and manage inventory;
Implement according to production norms from R&D department;
Coordinate with production units to propose appropriate production plans from time to
time;
Manage the import and export of goods and related documents.
Manage inventory of finished products and raw materials;
In charge of purchasing and importing and exporting goods;
Provide information about the production capacity of plastic injection machines
periodically to the sales department so that the sales department can find orders to fill
the remaining capacity machines in a timely manner.
Process design room
Development research
Set up a list of components and materials for orders and update the change date from
customers, evaluate input data from customers. Give the norms of Materials (plastics)
Prepare Materials for sample orders (if any);
Manage product requirements (including mold design change requests) from
customers to implement; Research on mold improvement from after TI testing to
completion (Including both factory-made molds and plate molds);
Designing mass production processes, Designing specialized tools to increase labor
productivity, reduce damaged goods...;
Coordinating with QC to periodically inspect the production stages to ensure that the
designed process is correct;
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Research and improve the production process to optimize the production process;
Provide research and development topics for new products.
Mold Workshop
Management of machinery and equipment for mold production, training and
supervision of employees to ensure the use of operating regulations in machine;
Do not arbitrarily repair the equipment without the consent of the Electromechanical
Engineering Department; Responsible for implementing orders received from Sales
Department; Responsible for management from design to operation of direct
production teams.
Accomplish production targets of assigned products as planned (output and quality);
Responsible for productivity and production quality according to customer
requirements; Manage the mold production, ensure the required schedule.
Plastic Factory
Management of plastic injection molding equipment, training and supervision of staff
to ensure compliance with regulations on operation of injection molding machines;
Do not arbitrarily repair the equipment without the consent of the electromechanical
engineering team; - Deploying production according to the production plan from the
PC room
Manage production according to QA's quality management requirements
Manage production according to norms from PC department;
Responsible for productivity and production quality according to customer
requirements.
Department of electromechanical engineering
Manage the entire company weekly equipment (including: mold production
equipment, plastic, auxiliary equipment, factory infrastructure);
Planning routine maintenance daily, weekly, monthly, quarterly and yearly for each
equipment.
Prepare operating instructions, auxiliary equipment, and company-wide electrical
system
Checking and monitoring the use of equipment by the user units to ensure the correct
process and required purposes;
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Ensure the above-mentioned systems and equipment are always in a safe operating
state ready for production;
When there is an incident of machine damage, together with the manager at the place
where the machine is used, make a report of the incident and immediately tell the
Board of Directors to receive instructions for timely remedial action;
Coordinate with machines manufacturers to periodically to maintain the machine in
case of major maintenance (maintenance, overhaul - if necessary) and monitor and
supervise the implementation.
Contact experts to repair the machine when there is a problem beyond their ability (if
any) and follow up the repair of the machine.
Manage and supervise external units entering the construction factory: such as
repairing workshops, infrastructure, ..
Together with the Deputy General Director in charge of production, deploy, monitor,
inspect and promote activities on occupational safety in the factory.
Together with the Deputy General Director in charge of production, deploy, monitor,
inspect and promote fire prevention and fighting activities in the factory.
1.6. The company's business results in the period of 2022
Turnover:
In 2022, the company achieved more revenue than the last 4 years, specifically:
- Revenue from production and business activities: 177,123,000,000 VND
- Other income: 1,500,000,000 VND
- Profit from business activities: 28,704,000 VND
- Other profit: 1,000,000,000 VND
- Payment to the State budget: 5,000,000,000 VND
Market:
Joining the supply chain for large corporations like Samsung to develop order value
for domestic customers, focusing on large customers, prioritizing customers with
production orders for a long time and have orders for both mold making and plastic
injection. Strategic products include the following industries:
Automotive technology product group: components serving in the field of aviation,
cars, motorcycles, Robots, detailed components in automatic production lines.
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Group of products applied in the electrical - electronic industry: components and
details used in television products, air conditioners, washing machines, printers,
computers...
Group of products for medical application: instruments containing infusions, medical
chemicals, specialized dental chairs...
Group of packaging products for food: plastic lids in contact with food, plastic boxes
food containers, packaging...
HR:
Have a team of human resources with skills, experience, and golden will to always be
ready to adapt to any changes and integrate with the integrated economy. Arrange and
change the personnel structure, appoint some more managers, create strong motivation
and dynamic management mechanism for the enterprise.
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CHAPTER 2: THEORETICAL BASIS OF RECRUITMENT AT CNS AMURA
PRECISION CO., LTD
2.1. Personnel recruitment
2.1.1. Concept
Human resource recruitment is the process of attracting qualified job applicants from
the social and labor force within the organization, evaluating the candidates in various
aspects based on the requirements of the job to find people who match the
requirements set out.
Another point of view is that: "Human recruitment is the process of attracting
individuals inside and outside the organization with appropriate criteria to participate
in the recruitment process to select qualified candidates who meet the requirements.
organization's needs. Then orient and guide new employees to integrate into the
environment of the organization”.
There is also an opinion that: “Human recruitment is a process of finding and selecting
human resources to satisfy the needs of the organization and to add the necessary
workforce to realize the objectives of the organization. organization". From the above
concepts, the most general concept of human resource recruitment can be drawn as
follows: “Human recruitment is the process of attracting, screening candidates,
evaluating among those candidates who meet required by the job to add the necessary
personnel to achieve the goals of both the organization and its employees”.
2.1.2. The role of personnel recruitment
The recruitment of human resources plays a very important role and carries an
extremely great meaning, which is decisive to the success or failure as well as the
sustainable development of company. The role of human resource recruitment is not
only for businesses but also has positive impacts on employees or more deeply affects
the socio-economic of the country.
2.1.3. Importance of HR Recruitment
Good recruitment will bring businesses a team of human resources suitable for the job
and the position to be recruited.
Help improve the efficiency of work and the company's reputation by recruiting
personnel is one of the activities that directly affect the quality of human resources of
the enterprise.
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Save on human resource training costs if high-quality candidates are selected.
Avoid the situation of having to constantly recruit new employees, build a corporate
culture when recruiting people who are truly passionate about the profession and tend
to stick with the company for a long time.
According to HR experts, each failed recruitment will cost the company 3-6 times the
total annual income of that employee. Thus, successful recruitment will retain a
significant cost for your business.
The issue of human resource recruitment is an extremely important work that
businesses should pay attention to invest in. A strategic recruitment plan and
reasonable investment will give the company a good human resource, a solid
foundation to develop from which can support the company's business strategies to
success.
2.2. Recruitment sources
2.2.1. Recruitment source inside the company
Internal recruitment is a form of filling vacancies with the existing workforce. Many
companies say that 15% - 18% of new hires should be from internal sources. This
percentage can be higher in international companies - around 55% or more.
Depending on the model and characteristics of the business, the process will be
different, but usually internal recruitment will be done as follows:
Internal recruitment notice: Business leaders or human resources department will send
a notice to all employees in the company about internal recruitment.
Application: All employees in the company can apply or recommend suitable
personnel for the position to be recruited.
Review and selection: Human resources department or business leaders will review all
employee records to select suitable candidates.
2.2.2. Sources of recruitment outside the company
With the recruitment method outside the enterprise, the recruiter will perform the
following recruitment:
Using media: Newspapers, magazines, TV channels, radio stations, the most popular is
recruitment website. Employers will have to spend a corresponding amount of money
when using these methods. But in return, the number of applications poured in is quite
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large because the pervasive power of the Internet is indisputable, especially in the
context of strong technology like today.
Job placement center: This channel is applied when the company does not have its
own human resources department or is looking to recruit highly specific positions.
Recruitment through job fairs, recruitment programs: Although this is a rather old
form, it still brings good results. The recruitment fair is a direct connection channel
between employers and potential candidates at universities and colleges. If your
business needs young, enthusiastic resources, you should use this form.
2.3. Factors affecting personnel recruitment at CNS Amura Precision company
Human resource recruitment in organizations is always influenced by factors inside as
well as outside the organization. Specific factors affecting recruitment are as follows:
2.3.1. Internal factors of the company
Reputation and position of the organization
In fact, the more reputable organizations are appreciated by candidates, the more likely
they are to attract more good candidates. The general psychology of job applicants is
to find a good, stable, comfortable working environment. Reputable organizations in
the market will be able to provide jobs that satisfy those desires. Therefore, workers
often focus on applying for jobs to reputable organizations. In contrast, organizations
that are underestimated by candidates often have few candidates and the ability to
attract good candidates is not high.
Advertising and social relations
Today, advertising is not only a form of promoting products, goods, services, and
business activities, but also builds an organization's image and reputation in the
market. Many organizations have invested heavily in advertising, so that everyone
knows about the organization. This is also a way for the organization to attract more
qualified candidates.
Company do not exist independently in the market, around the business there are many
arising relationships and that can become a source of potential candidates for
businesses such as: educational and training institutions (universities and universities),
College, Intermediate, Vocational Training), partners, suppliers, ... or even competitors
of the business. If employers know how to capture and build these relationships well,
businesses will have a certain supply of human resources that are always available
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when businesses have recruitment needs, thereby helping to reduce time and costs for
business. On the contrary, in the case of passive employers, do not know how to take
advantage of these relationships, businesses will have to invest more in recruitment to
have the number of qualified candidates.
Labor relations in the organization
Labor relations in the organization is also one of the factors affecting recruitment.
Labor relations are not only related to employment, job creation, unemployment
restriction, workers' livelihood assurance, etc., but also related to human resources,
investment attraction, growth and economic development.
Recruitment activities are also affected by union work. Trade unions are the protection
force, representing workers. Trade unions will react if the hiring managers are not
equal or discriminatory.
Human resources policy and psychological atmosphere in the labor collective
Companies with fair and attractive human resource policies and good remuneration
often attract many employees and retain talented people to stay with them, organize
yourself. Organizations pursuing internal promotion and promotion policies have self-
limited the number of candidates for jobs, especially important positions. Therefore, it
is often difficult for them to find the best candidates for the jobs.
At the same time, the cultural climate of the organization also has a great impact on
recruitment. Organizational culture is the spiritual food, the glue of solidarity, the
pride for each officer and employee in the organization. An organization with a
dynamic, united, youthful and creative atmosphere, the management level will recruit
many talents.
Financial capability
The financial viability of the business affects the costs that the business intends to pay
for recruitment activities. Company with large financial capacity will be willing to
invest a large amount of money to build a recruitment process to achieve the highest
efficiency. As a result, the organization attracts more candidates. At the same time,
organizations with financial potential will be able to pay high and stable salaries.
Salary and contribution level of employees to the business are interrelated with each
other. The high salary is a good motivation for good employees to apply for jobs in the
organization.
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2.3.2. Factors outside the company
The relationship between supply and demand in the labor market
If the supply of labor in the market is greater than the expected demand of the
business, you will have an abundant source of candidates, the more candidates
participate, the more likely it is to be successful in recruitment, which is an
opportunity. However, the quality of labor in the market is not the same, if the
majority of laborers in the market are of low quality, it becomes a big challenge for
employers to be able to screen and select suitable candidates for your business. On the
contrary, if the labor supply in the market is lower than the expected demand of
company, the source of candidates is scarce, which is a big challenge for employers.
However, in case the quality of labor in the labor market is relatively uniform and
meets the needs of the enterprise, it is an opportunity for successful recruitment.
Competition for labor from other organizations
In the market economy, organizations not only compete in terms of products and
services, but also in quantity and quality of human resources. Human resources are the
most valuable assets that organizations must preserve, maintain and develop. To do
that, organizations must have reasonable human resources policies and good
remuneration to attract talents and retain employees. Good human resources are the
decisive factor for the success of the organization in the fiercely competitive market
conditions. The stronger an organization is in competition, the more talent it can
attract. On the contrary, if the remuneration policy is not good, the organization will
easily lose talent, but recruiting equivalent people is not easy, and it takes time and
money.
Mechanism and level of economic development
In case the economy develops, production and business activities have many
advantages, company often tend to expand their business, the demand for human
resources also increases accordingly, recruitment activities will be focus on
investment, creating many opportunities for successful recruitment. On the contrary, if
the economy is in a recession, production and business activities face many
difficulties, choosing to restructure the organization or reduce personnel is the move of
company will be stagnant, less invested, leading to low efficiency.
The development of the education and training system
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The education system in training and development will greatly affect the recruitment
of human resources. Education and training institutions will become the bridge in the
recruitment process of company. Excellent and talented candidates coming out of
universities, colleges, etc. will help businesses a lot because they have learned and
experienced in the development of education and training.
2.4. Recruitment process
Human resource recruitment plays an extremely important role to find qualified
candidates suitable for the job requirements to help the enterprise realize its
development goals and orientations.
Therefore, in order for the recruitment process to be successful and bring high results,
employers must always carefully prepare for each step in the recruitment process.
A good recruitment process is the process that helps companies and businesses find,
screen, and retain talented people, excellent employees, and at the same time help
them integrate with colleagues. company environment and culture. The more scientific
and reasonable the recruitment process is, the more effective the human resource
recruitment will be, contributing to the development and success of the enterprise's
production and business activities.

Figure 2.1: Steps of the recruitment process
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2.4.1. Set a recruitment plan
This is the first step in the recruitment process. In this step, the departments will give
the recruitment request to the HR leader so that the leadership can easily grasp the
number of employees to be recruited.
2.4.2. Recruitment preparation
In this step, the employer needs to make a recruitment plan by setting up a recruitment
committee, time, and funding, etc. Next is to review and learn about state regulations,
documents of organizations and businesses recruitment related. The main purpose of
the above work is to establish suitable candidate selection criteria.
2.4.3. Recruitment announcement
After completing the recruitment preparation process, it is time to announce the
recruitment through different channels such as: job website, advertisement on radio,
job center, banner, ... Information content Job postings need to have enough basic
information about the number to be recruited, job descriptions, job requirements, and
resumes.
2.4.4. Receipt and screening of applications
After 2 steps of preparation and recruitment announcement, the candidate's profile will
be continuously pushed to the enterprise, both in hard copy and soft copy. However,
there will be applications that do not match the recruitment requirements. Therefore,
employers need to conduct a selection of suitable resumes to schedule interviews.
2.4.5. Preliminary interview
Preliminary interviews usually last only 5 - 10 minutes, are used to immediately
eliminate candidates who do not meet the standards, or are significantly weaker than
other candidates that have not been discovered when studying the application.
2.4.6. Test, quiz
Applying test, multiple-choice and candidate interviews to select the best candidates.
Tests and tests are often used to assess candidates for their basic knowledge and ability
to practice. Applying multiple-choice forms can also be used to assess candidates for
some special abilities such as memory, hand dexterity, etc.
2.4.7. Interview with leaders
Interviews are used to find out and evaluate candidates on many aspects such as
experience, qualifications, personal characteristics such as personality, temperament,
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ability to get along, and personal qualities suitable for the organization. organizations,
businesses, etc.
2.4.8. Verify the information obtained
Verification, investigation is the process of clarifying more unknowns for candidates
with good prospects. Through contact with former colleagues, friends, teachers or with
former leaders of the candidate (according to the addresses in the resume), the
investigation will reveal more about the qualifications, experience and knowledge of
the candidate. experience and personality of the candidate. For jobs that require high
security such as cashiers, flight attendants, etc., verification may require finding out
about the applicant's origin and family background.
2.4.9. Health check
Even if they fully meet the factors of education, understanding, intelligence, and good
character, if their health is not guaranteed according to the job requirements, they
should not be recruited. Accepting an unfit person to work, not only is not beneficial in
terms of job performance and economic efficiency, but can also cause a lot of legal
troubles for organizations and businesses.
2.4.10. Make a hiring decision
After completing all the above steps and the recruitment information has been ensured
in accordance with the selection requirements set forth, the recruitment council will
make a recruitment decision for the job applicant. The basis of this decision is based
on the subjective assessment method according to the elimination procedure and
according to the evaluation results of interviews and tests.
2.4.11. Evaluate recruitment effectiveness
The performance evaluation tells us whether the employee has completed the assigned
tasks or not, thereby telling us how suitable the new employee is for the job. This
evaluation not only shows the efficiency or quality of the recruitment work, but also
indicates whether the organization has the right people in the right jobs or not. If the
job performance is high, then the recruitment efficiency is high and vice versa. In
order to evaluate performance, the organization must prepare performance reviews and
conduct the evaluation.
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However, the evaluation cannot be done immediately and regularly, so this indicator is
usually only used to evaluate the recruitment efficiency in a certain period or stage of
the company's development. Usually at this step the company does not often use.
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CHAPTER 3: RECRUITMENT RECRUITMENT AT CNS AMURA
PRECISION COMPANY
3.1. Human resources situation at CNS AMURA in the period of 2022
3.1.1. Number, Structure of labor
Table 3.1: Structure of employees by professional qualifications of the company
in the period of 2022
Table 3.1 clearly shows the structure of employees by professional qualifications at the
company in 2022. We can see that one thing is that workers with university degrees
account for a very high proportion.
This is possible because the position of Sales Officer at the company requires a
university degree or higher. This has a positive effect on recruitment, as the number of
candidates for this position will be much higher than that of other positions because
the qualification requirements are not high.
Because of this, the company can recruit human resources that meet both quantity and
quality, saving time and costs.
Employees with high school qualifications also account for a relatively high
proportion in the company, mainly focusing on the positions of Sales staff and
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Technical staff. Laborers with university and college degrees are mainly concentrated
in the positions of Customer Service Officers and management departments at the
company. In recent years, workers with university and college degrees have increased
quite a lot because job positions related to customer service require a college degree or
higher.
In general, important positions in the business process at the company do not require
too high qualifications, so recruiting additional, replacement, ... will be much easier,
saving time, cost as well as increase the efficiency of recruitment.
Table 3.2: Labor structure by gender of the company in the period
The structure of the company's labor force by gender in the period 2022 is shown in
detail in Table 3.2. Male employees account for a much higher proportion than female
employees over the years. Female employees at the company mainly work in the
customer service department. Most of the employees at the company are male, the
reason is that because of the nature of the job, most of the time they have to go to the
market rather than work in the office, so female workers account for very little in these
positions.
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This has had an impact on the recruitment process at the company. First, the small
number of female employees will limit the situation of replacement and supplementary
recruitment when female employees take maternity leave. But besides that, with the
nature of the job that has to go to the market a lot, when female employees are
pregnant, the company needs to make calculations and supplement human resources in
time to ensure the health of female employees as well as ensure the number of female
employees human resources for the operation.
In general, the job positions at the company are not gendered as male or female, so
recruiting will be very easy, but besides that, the job positions that require going to the
market will limit the number of jobs. Female candidates abound due to the nature of
the job.
3.1.2. The situation of personnel changes at CNS AMURA in the period of 2022
Table 3.3: Number of employees from 1/1/2022 to 6/30/2022
The structure of labor force in the period from January to June is shown in detail in
Table 3.3. Workers with university degrees account for the highest number because at
this level are employees with high positions in the company such as directors, general
directors, department heads, etc. The next significant factor is workers with high
school qualifications, which is the number of manual workers, specifically in factories,
informal workers who adjust machines but will do the rest that need people. That is the
reason why workers with high school qualifications account for a high proportion.
Besides high school workers, according to table 3.3, there are also junior high school
workers, which shows that the company does not attach too much importance to
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education in each factory worker, but the important thing is that the worker needs to
have good health. , the toughness at work to grasp the situation easily.
In general, because this is a subsidiary company under the management of the State, it
is still quite "tolerant" because as I know some companies will not agree to recruit
workers whose qualifications are only from junior high school.
3.2. Current status of recruitment at CNS AMURA
3.2.1. Factors affecting recruitment at CNS AMURA
The recruitment process of an enterprise has many factors that affect it. If the positive
impact will make the recruitment process take place according to the wishes of the
enterprise, helping the enterprise choose good candidates, fully converging the
necessary professional qualities and skills for the job needed.
On the contrary, the negative effects of the environment hinder the recruitment
process, company cannot recruit candidates who meet the job conditions, which will
significantly affect the efficiency of labor use and business results. Therefore,
company need to pay attention to the impact of environmental factors on recruitment
in order to have good recruitment results.
Group of factors outside the enterprise
Economic and political factors
When a country has a stable political situation, the economy will have conditions for
sustainable development, the income of workers will be improved, so the people's
living standards will be increasingly improved in both material and economic terms
morale. This is a favorable condition for company to do business effectively, complete
their work and expand their scale.
Socio-cultural factors
The culture - society of a country has a great influence on human resource
management activities as well as the recruitment of human resources of company. If
this element is developed, it will help improve human quality and consciousness. This
will improve the quality of candidates participating in the recruitment process.
Legal system and state policies and regulations on recruitment
Current state policies and laws also affect recruitment. Company have different
recruitment methods, but applying any method must also comply with labor
regulations.
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Competitive environment of company
Competition is a factor affecting recruitment practices and recruitment quality. When
the competitive environment is fierce, businesses with high competitiveness will
attract many workers in the market and vice versa, company with low competitiveness
will have difficulty in recruiting talents. Therefore, competition forces businesses to
diversify forms and methods of recruitment.
The relationship between supply and demand in the labor market
This factor has a great influence on businesses and recruitment, if there is an excess of
the type of labor that businesses need in the labor market, supply is greater than
demand, this will be beneficial for recruitment. On the contrary, if the supply is
smaller than the demand, company cannot apply the normal selection method but must
seize the opportunity and recruit immediately, otherwise this human resource will fall
into the hands of competitors. In this case, businesses have to spend a large amount of
money as well as time to get the right candidates for the job they are recruiting for
company must have many preferential policies with candidates to attract them to
participate in recruitment.
Scientific and technical qualifications
We live in an era of technology explosion. In order to be competitive in the market,
companies must improve techniques and improve equipment. This change also affects
the organization's staffing, which requires new qualified employees and recruiting
these people is not an easy task. The change of science and technology also means the
fact that only fewer personnel are needed.
Environmental impact
As we all know, the whole world, not only Vietnam, has been strongly affected by the
Covid-19 epidemic. The arrival of the epidemic has caused the recruitment and control
of employees of the Administration - Human Resources department to be delayed,
delay in delivery and delivery of products to customers.
Group of factors inside the business
There are many internal factors that can affect the results of attracting and selecting
candidates for the company's job. Includes the following factors:
Company development goals
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In fact, when conducting all activities of company in general and for recruitment in
particular, managers must base themselves on the development goals and strategies of
the company. Every business has a mission, a separate goal and all activities are
conducted to pursue that goal. In order to pursue that purpose and strategy, the
departments are based on that to arrange jobs and arrange personnel accordingly.
Therefore, the recruitment of personnel also depends on each of those departments,
each type of goal, which makes a plan and implements the right recruitment plan.
Company image and reputation
Employees always want to work in a company with promotion opportunities, less
threat of job loss, and the ability to develop their talents. This is a good condition for a
company to attract many good candidates. If a company has a reputation for product
quality, it also means that the company has a lot of good workers and is able to attract
qualified and capable candidates. On the contrary, if the image and reputation of the
company is assessed as low, the prospect of attracting candidates is low, it is difficult
to attract good candidates. The image and reputation of the company is evaluated by
the candidates including advantages according to tangible and intangible values.
The financial capacity of the company
The recruitment of human resources of the enterprise requires a large financial source,
the costs related to the quality of recruitment work. The higher the recruitment cost,
the better the preparation for recruitment, the higher the efficiency of the recruitment.
Businesses are aware of the mutual relationship between salary and employee
contribution to the business. Company that pay high salaries and have many forms of
employee treatment will be more likely to attract many good candidates, stimulate
employees to work enthusiastically, enthusiastically, positively and creatively, thereby
bringing benefits to employees. more beneficial to the business.
Personnel needs of departments
The recruitment of employees is also greatly influenced by the staffing needs of the
department or the nature of each job. Depending on the stage, each department has
different staffing needs and also each department has different recruitment needs. For
each specific job, employees with different qualities will be selected.
Manager's attitude
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The attitude of the manager greatly affects the quality of the recruitment work of the
enterprise. This is a decisive factor in the success of recruitment. A manager with an
attitude of respecting talented people, looking for many ways to attract talents, will
find talented employees. And managers who only hire employees who are inferior to
them, the company will do poorly. Managers must see the role of human resource
recruitment in an organization, thereby having the right attitude in recruiting workers,
avoiding bias. Managers also need to create a comfortable atmosphere, so that
candidates can be confident and fully express their personal abilities, so that the
recruitment work will have high quality.
Cultural atmosphere of the company.
Every country has its own culture. CNS Amura also elects the company's culture. It is
the social and psychological atmosphere of the enterprise. The cultural climate of the
company affects the success of the organization and consequently affects the employee
satisfaction as well as the profitability of the company.
3.2.2. Sources and methods of recruitment at CNS AMURA
The company often uses an online source of recruitment by paying for a well-known
job site so that many people know about it and the recruitment process is faster.
3.2.3. The role of departments in human resource recruitment
At CNS Amura Company, each employee at the company plays an important role in
human resource recruitment. The recruitment work at the company only achieves the
best effect if each individual promotes his or her right role. The specific roles of
departments in human resource recruitment are as follows:
Branch manager
The branch manager is responsible for directing the recruitment of human resources at
the company. In the course of business operations, the director understands the
operation situation of his branch, detects the shortage of human resources, the
problems that are being encountered in order to take additional and improve measures
in a timely manner.
In addition, the director also directs the units in coordinating the implementation of
human resource recruitment. That is shown through meetings between the branch
manager and the head of the department, the human resources department or sending
email instructions if it is not possible to meet face-to-face. Those meetings often refer
36
to issues such as recruitment quotas, individual roles, etc., and finally departments and
individuals.
How will employees work together to make the recruitment work most effective?
In interviews for vacancies, the branch manager also participates in the interview
process, reviewing the candidate's attitude and ability to coordinate with the heads of
departments and human resources departments to make decisions. recruitment
decision.
Department heads
The heads of departments at the company, in the course of operation, review the
human resources situation in their departments, if they find that human resources are
not fully met during business operations, they will propose recruitment needs. human
resources with the branch manager to take reasonable measures to recruit human
resources.
The Manager provides job information for interested candidates to understand in order
to help the recruitment work achieve the highest efficiency. A special thing at CNS
Amura Company is that department heads often post recruitment information for
vacancies on the media, rather than handing it all over to the human resources
department.
The department heads are the ones who directly interview the positions under their
management, then coordinate with the branch managers and the human resources
department to jointly make a selection decision.
Human resource management department
The department in charge of human resource management is responsible for receiving
requests, planning and implementing human resource recruitment at the company's
branch. Posting job vacancies, attracting candidates from various sources is one of the
important roles of the human resources department at the company.
In addition, the department in charge of human resource management also has to
arrange interviews, receive candidate profiles, support branch managers and
department heads for effective human resource recruitment. best.
Other members in the company
Other members of the company also play certain roles in the recruitment of human
resources at the company. The sales team leader also needs to attract more workers to
37
his team. For that reason, the team leader also publishes recruitment information to
find candidates as well as reduce the burden on the human resource management
department. The rest of the members
At the company also conducts to attract more potential candidates to introduce to the
company, in addition to help candidates in the interview process as well as integration
after being selected into the company.
The above is the role of the departments in the recruitment of human resources at the
company. However, departments do not always perform their roles properly for
subjective and objective reasons. Recruitment is only really effective if all departments
in the company perform their roles properly as well as the coordination between
departments. Therefore, it is very necessary for the departments to properly promote
their roles.
3.2.4. Recruitment process at CNS AMURA
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Figure 3.1: CNS Amura's recruitment process flow chart
3.2.4.1. Identify, review needs and approve
When there is a need to recruit, the Unit Heads make a "Recruitment Request Form"
according to the form 36/BM-HCN and send it to the Human Resources Department.
The Human Resources Administration Department reviews the recruitment request
information, compares it with the approved plan (if any), discusses and agrees with the
Heads of the Unit (including the recruitment deadline, the number of employees after
reviewing the recruitment process). actual necessity), request appropriate adjustment if
39
the information on the application form is not sufficient and reasonable. Then submit it
to the Board of General Directors for approval on the recruitment request form (or
make a request for recruitment. use). Pursuant to the opinion of approval for
implementation:
Disagree: do not conduct recruitment, respond to the unit.
Agree: Carry out information about recruitment.
3.2.4.2. Recruitment information
The Human Resources Administration Department conducts recruitment information
within 1 week from the time the need is approved.
Unskilled labor: through employees in the company, job placement centers and other
sources of information.
Skilled labor: through mass media. Indicate the requirements (if necessary):
experience, expertise, specific necessary skills for each position to be recruited.
3.2.4.3. Receive and review applications
Check and remove inappropriate and incorrect documents... Notify qualified
candidates about time and other requirements when coming to interview (if necessary).
Inform the heads of relevant units about the interview schedule (if necessary).
3.2.4.4. Interview
Special recruitment cases (level from Deputy General Director and above) directly
interviewed by the General Director or mobilized by superiors: are not within the
scope of this procedure.
In addition, depending on each case, based on the importance of the position to be
recruited, the Human Resources Department considers and recommends whether it is
necessary to interview or not.
In case of can go to interview
The Human Resources Administration Director (or the person assigned) in conjunction
with the Head of the unit with personnel needs (or the person assigned) conducts job
interviews. The consideration of interview participants Based on the discussion
between the Director of Administration and Human Resources and the relevant units,
special cases are consulted with the General Director for decision.
The Director of Human Resources Administration prepares the “Interview Form”
according to form 39/BM-HCNS:
40
Human Resources Department: Reviewing issues of background, organization, basic
skills, salary agreement and regimes.
Head of relevant unit: consider issues of expertise, skills, experience... Interview
results: based on the conclusions on the interview form.
Failure: do not conduct recruitment, save records, return to step 3 of this procedure or
follow other instructions of the Board of Directors if any.
Meet the requirements: Notify the candidate, schedule a date to receive the job and
take the next steps.
In case of no interview (without special request or as designated by the Board of
Directors).
The Human Resources Department considers or gives the candidate some basic points
related to the organization, personnel, labor, salary, expertise, training time, personnel,
probation…
3.2.4.5. Instructional training
Basic items
The Administration and Human Resources Department agreed to guide and introduce
an overview of the Company's history, internal rules, regulations on occupational
safety and health., the new employee signed and confirmed the items instructed on the
Form 40/BM-HCNS.
Professional training
After completing the basic instructions, the Human Resources Administration
Department transferred the "Instruction and training sheet for new employees" (40/BM
- HCNS) to the unit in charge of direct management for professional guidance, the
specific workflow to be performed. After completing the training process, the Head of
Unit transfers this form to the Human Resources Department to save in his personal
file, applying according to the "Training Process" implemented.
3.2.4.6. Probation (if any)
The Human Resources Department, the Head of the Unit shall strictly comply with the
provisions of the Labor Law on the responsibilities and rights of the probationary
employees. In the case of recruiting skilled and professionally qualified employees, the
Administration and Human Resources Department consults with the employing unit,
considers probation or not, and submits to the General Director for approval.
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Evaluation after probation: After the probationary period (according to the Labor Law
and the Company's regulations and regulations or the approved report made by the
Human Resources Department), the Unit Heads base themselves on the learning and
working process at the unit. and compliance with regulations to evaluate the probation
results of new employees and record in the "Probationary Assessment Form"
according to form 41/BM - HCNS and send it to the Human Resources Department
and submit it to the General Director for approval:
Agree: Sign an official labor contract.
Disagree: notify the unit and the probationer, end the job, save the file (or return it to
the individual if required), go back to step 3 of this procedure (follow your advice).
other direction of the Board of Management, if any).
Signing Labor Contract
The Human Resources Department prepares and submits to the General Director to
sign the Labor Contract according to the terms agreed between the two parties.
3.2.4.7. Update and save records
Update on the “Recruitment plan monitoring sheet” according to form 37/BM-HCNS.
Save personal files, update information on the computer (if the labor contract is
official).
3.3. Comments on recruitment at CNS AMURA
3.3.1. Advantages
In general, the recruitment of human resources at CAP Company has achieved certain
successes, and more and more quality workers are available to serve the business
process. Achievements in human resource recruitment at
Company details are as follows:
Diversity of sources and methods of recruitment
The first problem that needs to be mentioned about the company's achievements in
human resource recruitment is that the company has a variety of sources and methods
of recruitment. This is something that not every organization has.
The effective and flexible use of two sources of recruitment inside and outside the
organization has brought certain successes in recruiting human resources. Recruitment
method through the media is particularly interested and focused by the company, the
company has for itself verified recruitment accounts on leading job websites such as
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TopCV, CareerLink, TimViecNhanh, … This is a positive thing in recruitment,
helping to attract candidates in both quantity and quality.
In addition, the application of other recruitment methods such as cooperation with
training schools, through job fairs or recruitment methods through hanging recruitment
banners has contributed to the success of the company. recruitment of human
resources in the company.
Scientific and effective recruitment process
The next issue to mention is that the recruitment process at the company is very
scientific and effective. The company builds a recruitment process that includes many
steps, but none of them are redundant. Recruitment is only successful when the
company has a reasonable recruitment process and CNS Amura has built such a
process. It is difficult to find a company with a rigorous and scientific recruitment
process like at CNS Amura. Each step in the process plays a certain role, all towards
the success of the recruitment, helping the company to have more quality workers for
the operation process.
The recruitment process at the company is not only aimed at getting employees for
themselves, but also clearly shows the company's interest in the candidates. That is the
positive in the recruitment process of this company.
Recruitment is done strictly according to the process
At CNS Amura Co., Ltd., all work is done seriously, human resource recruitment is no
exception. In fact, at the company, recruitment issues are very focused and conducted
according to the right process. Company leaders believe that when serious in
recruitment work, it will definitely bring to the company quality human resources,
meet the company's human resource needs as well as contribute to the success of the
company activities towards sustainable development.
Efficiency in recruitment
The recruitment of human resources at the company has achieved certain results in
recent years. The proof is that the number of employees of the company has increased
steadily over the years in both quantity and quality. Effective recruitment will help the
organization to add more human resources to meet production and business needs,
saving a lot of money and time. CNS Amura has done that, this is something other
organizations need to learn and promote.
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3.3.2. Disadvantages
Besides the achievements in the recruitment of human resources at the company as
mentioned above, there are still certain limitations at the same time.
The specific limitations are as follows:
Still passive in recruitment
The current reality shows that the recruitment of human resources at the company is
still limited. Recruitment takes place only when a shortage of labor actually arises.
This proves that the company is still in a passive position in human resource
recruitment. The company still does not have the research and monitoring of personnel
changes to make accurate forecasts with those changes and adapt well to the changes
of the market from which to have a scientific and effective recruitment plan.
Lack of close coordination between departments
The second limitation in recruitment at the company is the lack of close coordination
between departments. Human resource recruitment is only really effective when the
departments perform their functions and duties and, importantly, the coordination
between departments. At CNS Amura Company, the coordination between
departments is sometimes not tight, leading to time consuming in the interview
process, affecting recruitment efficiency.
For example, there are cases where the human resources department arranges the
interview schedule on the day when the director and the head of the department go to
the meeting or go to the market (the work of the sales staff, the head of the department
still regularly attends to find customers, brand promotion) leads to having to schedule
the candidate for an interview on another day. This is an issue that needs to be
improved to improve the recruitment work at Amura Company.
The lack of coordination between departments leads to negative effects in recruitment
as well as the company's reputation. The lack of coordination between departments
will make candidates have a bad view of the company, leading to a situation of not
wanting to stick with the organization and will think about finding another company
that is better for themselves. which will lead to the loss of the company's reputation.
Lack of close coordination between departments also leads to the loss of candidates,
not attracting many candidates, wasting time and money for recruitment but not fully
44
meeting human resources to serve. for the business process, leading to underdeveloped
business, not earning as much profit as the target set out from the beginning.
Limitations during the interview
The next limitation in the recruitment of human resources at the company is the
limitations in the interview process. The number of people directly interviewing the
candidate is one, which is the head of the department, when the head of the department
is away, the person who directly interviews the candidate is the branch manager. With
only one person directly interviewing will lead to an incomplete and inaccurate
assessment of the candidate. This will affect the effectiveness of recruitment.
The evaluation of candidates during the interview process has not been done well,
there are no clear evaluation criteria in the interview process, only a general and
emotional assessment.
With the limitations in the interview process as mentioned above, it will lead to bad
effects in the recruitment process as well as the operation and development of the
company. When the interview process is limited, it will lead to incorrect selection of
the right candidate, affect the future operation process, and it is likely that the
company will miss out on qualified candidates when they can't summarizing their
aspects through such a general assessment.
The number of candidates who refuse to accept the job is high
Although in recent years the company has recruited a lot of quality human resources
for its operation, one thing still exists, but that is the number of candidates who refuse
to accept the job. For many different reasons such as the nature of the job, working
conditions, salary and bonus, etc., many candidates are ready to refuse to accept the
job when they have passed the interview. This wastes human resources, wastes time
and costs in recruiting human resources. The problem here is how to limit the number
of candidates who refuse to accept the job in order to help the recruitment of human
resources at the company become very effective.
Some other restrictions
The recruitment of human resources through the introduction of employees at the
company is still limited. The recommender does not commit to introduce the candidate
to the company. This will affect recruitment and may also adversely affect the
company's business because no one can be sure that the person referred is not an
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employee from a competitor company enter the company to exploit information or
have bad intentions, ...
The application of the recruitment method through the introduction of employees in
the company also leads to the situation that the evaluation of candidates is not
objective and fair because it is influenced by the relationship with people in the
company. The health check of the candidates has not been paid enough attention, the
company only relies on the results on the candidate's medical certificate, but
sometimes the information on the medical examination paper does not reflect
accurately best.
Applicant's health status. The worst possible consequence is that the employee later
does not meet the health to work, forcing the company to spend time and money to re-
recruit, in addition to having to deal with insurance policies, illness for employees.
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CHAPTER 4: SOME RECOMMENDATIONS FOR FINISHING
RECRUITMENT WORK AT CNS AMURA COMPANY
4.1. Basis for proposing solutions to improve recruitment work at the company
4.1.1. Based on the company's business strategy
Make the most of the advantages of diversity of sources and methods of recruitment
The goal of the solution
Aiming at attracting more potential candidates in the future as well as saving time and
costs for recruitment by making the most of the advantages of diverse sources and
methods of recruitment.
Basis for proposed solution
Based on the current situation of the company's recruitment sources and methods as
presented in Chapter 3, when external recruitment sources are accounting for a much
higher proportion than internal recruitment sources, besides not taking full advantage
of the diversity of sources and methods of recruitment.
Solution content
As mentioned in the current situation of human resource recruitment at the company,
the diversity of sources and methods of recruitment is one of the positive aspects at
CNS Amura Company. However, to perfect the recruitment work at the company, this
strength needs to be maximized.
With the fact that external recruitment sources at the company are accounting for a
much higher proportion than internal sources, the balance between the two sources of
recruitment is very necessary. When there is a need to recruit a vacant position at the
company, the first thing to do is to widely inform all employees in the company so that
they can nominate themselves or propose, introduce individuals suitable for the
position. This not only saves time and costs for recruitment but also builds employee
loyalty in the company. In addition, there should be policies to encourage employees
in the company when they introduce suitable candidates for the required positions.
For the recruitment method from outside sources, it is necessary to make the most of
the mass media such as newspapers, radio, television, etc. to reach potential
candidates. Making the most of these media also helps to enhance the employer's
brand as well as affirm the company's position and reputation in today's fierce
competition for labor.
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Although it is a suburban district, Hoc Mon still has many middle schools and
colleges. This is the place that can attract potential candidates to meet the company's
business plan in the near future. Therefore, the method of recruitment through
cooperation with training schools should be paid more attention, because this is the
method that can bring to the company young, enthusiastic and willing employees. In
addition, recruitment methods through job service centers and job fairs are also
methods that companies need to pay more attention to besides the popular method of
recruiting through communication channels.
Continue to promote and enhance the employer brand
In order to improve the recruitment brand of the company to attract more qualified
candidates as well as create certain advantages in future human resource recruitment,
contributing to the implementation of company development goals and strategies.
Based on the current industrial revolution 4.0 context, when employer brand plays a
particularly important role in the success of human resource recruitment for every
organization.
Solution content
The positive aspects in the recruitment of human resources at the company should be
maintained and promoted to further improve the recruitment of human resources at the
company. Continuing to promote and enhance the employer brand is essential to
attract candidates, motivate and retain talents. To enhance the employer brand, the
company can use the following methods:
Firstly, we will talk about salary – a factor that is considered as one of the top criteria
that candidates care about when looking for a job for themselves. The company should
not focus only on salary because when a candidate comes to the company just for the
salary, he will leave quickly when receiving a higher salary offer from another
company. As a matter of fact, the importance of salary is also decreasing now than it
used to be. Instead, benefits such as development opportunities, insurance, etc. will
help the company attract more qualified candidates for the operation process.
Secondly, it is the completion of the company's recruitment website and fanpage on
the mass media. Current reality shows that job seekers tend to regularly search and
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visit company websites and fanpages to learn a specific way about the organization.
The company may consider posting company news, highlighting policies, updating
culture regularly so that potential candidates can grasp, trust and affirm the company's
reputation. The interface on websites and fanpages needs to be easy to see, easy to find
information, the information needs to be presented clearly in a friendly style, etc. It is
necessary to take measures to protect information on websites and fanpages to avoid
possible risks that affect the recruitment brand as well as the company's own
reputation.
Third, it is necessary to use more communication channels to enhance the employer
brand. The company needs to make good use of other media such as television,
newspapers, radio, advertising, etc. to increasingly enhance its own brand. In addition,
it is necessary to plan and budget for these and other costs in order to best complete
this work. For the company brand, word of mouth through customers is the most
reliable communication channel. For employer branding, the same goes for word-of-
mouth through employees at the organization. For that reason, employee experiences
within the organization itself are one of the best pieces of evidence for employer
branding.
Closely coordinate and properly perform the functions of the departments
Towards that the departments in the company will properly perform their functions as
well as closely coordinate between the departments for the successful recruitment of
human resources, attracting many qualified candidates for the company's business
operations.
Based on the current situation, the limitations in closely coordinating and properly
performing the functions of the departments as described in Chapter 3 lead to a
negative impact on the recruitment work at the company.
Solution content
Ken Blanchard once wrote: "None of us is as intelligent as all of us". This proves one
thing that collective strength is very important. In a team, not everyone is good at all
skills, understands all the knowledge, everyone needs to coordinate and support each
other, the results will be much better.
49
At the company, stemming from the fact that the departments still do not have close
coordination with each other in the recruitment of human resources, it is very
necessary to complete this issue. First, departments need to properly perform their
functions, complete their own tasks and jobs related to recruitment. In the process of
performing functions and tasks, if there are difficulties then you can contact other
departments to exchange and support each other. If this is done well, the steps in the
recruitment process will become more perfect, thereby positively affecting the whole
recruitment process. Strengthening close coordination between departments in the
company is a very necessary issue in the current period at the company. In the process
of performing tasks, functional departments need to actively communicate with each
other to solve problems together in the best way. Creating a common voice in the
collective is absolutely necessary. The parties need to understand each other's working
schedule, time to go to the market, time to go to meetings, work, ... to be able to work
together to best coordinate in the recruitment process. In addition, after each
recruitment round, departments need to sit together to evaluate and comment on the
achieved issues as well as limitations so that they can be more and more perfect in
their work and more importantly, towards success in the recruitment process at the
company.
Completing the interview process
In order to further improve the interview process at CNS Amura Company to have the
most accurate view of the candidate, thereby selecting qualified individuals to serve
the company's operation process.
Stemming from limitations in the interview process at the company as described in
Chapter 3, when the company only evaluates candidates in a general way, there are no
clear evaluation criteria in the interview process.
Solution content
As mentioned in the current situation of human resource recruitment at the company,
the interview process has not been done well, there are no clear evaluation criteria in
the interview process, only a general assessment.
50
That is why it is very important to complete the interview process. The company needs
to add an "Interview Results Assessment Sheet" in the interview process to be able to
fully and accurately assess the candidate's capacity and suitability for the job position.
The evaluation table of the interview results should fully show the evaluation criteria
depending on the nature of the job, which can be: communication ability, appearance,
honesty, etc.
In addition, when interviewing, it is necessary to involve both specialized departments,
i.e. department heads and human resources departments, so that the interview process
is more accurate, and opinions from many parties can be collected. to make the right
decisions, to select the right person with the ability to meet the job position.
Building a flexible and scientific human resource plan
Aiming towards building a flexible and scientific human resource plan so that the
company is no longer in a passive position in human resource recruitment, thereby
improving the efficiency of recruitment.
Stemming from the fact that the company is still passive in human resource
recruitment, recruitment takes place only when there is a shortage of labor as described
in the current situation of limitations in Chapter 3.
Solution content
A flexible and scientific human resource plan is one of the factors that help the
company implement effective human resource management and use. The human
resource plan is the key to help the company successfully implement its development
goals and orientations.
Step 3: Make a decision on the issue of increasing or decreasing personnel
After predicting future human resource needs as well as analyzing and assessing the
current situation of human resources, the company compares and gives the ratio of
excess - shortage of human resources to implement. increase or decrease personnel,
avoid redundancy and waste of resources.
Step 4: Make an implementation plan
51
Recruitment: how much to recruit, how long to recruit, how to recruit, ... need to be
determined specifically and in detail so that the recruitment process goes according to
plan, avoiding recruitment pervasive, ineffective.
Restructuring personnel: making adjustments and redeploying personnel in
departments in a reasonable manner based on the capacity, expertise and experience of
each employee. Personnel rotation: the promotion, recommendation or rotation of
personnel between departments need to have specific grounds and criteria.
Reducing personnel: building a clear basis to avoid litigation, disputes between
employees and employers, handling flexibly and skillfully, avoiding affecting the
reputation and position of the company. company.
Step 5: Evaluate the proposed HR plan
Clearly identify the deviations between the plan and the achieved results, learn to
analyze clearly what the causes are and offer solutions to improve the HR plan in the
best way.
4.1.2. Development direction of the company until 2030
Medium-term strategy (Works for 5 years)
Orientation: On the basis of expanding production scale, building factories in Hi-tech
Park. The company is in the direction of more professional and efficient development,
creating a distinct competitive advantage with high added value, bringing benefits to
stakeholders to cooperate.
Market strategy: Join the supply chain for large corporations such as Samsung, Jabil,
Colgate, Datalogic... In order to increase the value and brand of the business, maintain
and develop the value of orders for customers domestic customers, focusing on large
customers, giving priority to customers with long-term production orders and orders
for both mold making and plastic injection. Strategic products include the following
industries:
Automotive technology product group: components serving in the field of aviation,
cars, motorcycles, Robots, detailed components in automatic production lines.
Group of products applied in the electrical - electronic industry: components and
details used in television products, air conditioners, washing machines, printers,
computers...
52
Group of products for medical applications: instruments containing infusions, medical
chemicals, specialized dental chairs..
Group of packaging products for food: plastic lids in contact with food, plastic food
containers, packaging...
Human resource development: Continue to build and develop a team of skilled,
experienced, and strong-willed human resources to always be ready to adapt to any
changes and integrate with the integrated economy. Implement arrangement and
change the personnel structure to add a number of managers, create strong motivation
and dynamic management mechanism for the enterprise.
Improving machining processes / science and technology: Promoting the movement of
technical innovations, improving technological processes in production and business in
order to shorten processing time, reduce errors, create more profit. Regularly update,
research and apply scientific and technological advances in the world. Research and
develop new products under the CAP brand to supply domestic and regional markets.
Regarding investment: Maintaining efficient exploitation of existing machinery and
equipment, additional investment in new machinery and equipment including
mechanical processing of molds and plastic injection machines to produce large-sized
products for service for 04 main industry groups, adding specialized measuring
equipment suitable to customers' requirements to produce food and medical industries.
Depending on the market development situation, the Company's development strategy
to consider appropriate, synchronous and effective investment.
Cost control: Strictly manage costs, ensure effective use of capital to improve
competitiveness, ensure continuous, stable and solid development.
Long term strategy
Orientation: The company continues to maintain and develop products in 04 groups:
Automotive technology, packaging for food, medical equipment, electrical-electronics.
Effectively priced at each investment stage, each specific industry group, strategic
planning expands more categories: components applied to the aviation industry...
Construction becomes stronger and more efficient on the basis of The department
implemented restructuring, rational use of resources. Improve financial capacity and
corporate governance, develop CAP brand through expanding domestic and
international markets.
53
Market development strategy: Developing product diversification, adding industries as
orientation. Priority is given to the development of key products, which have affirmed
their market share and products with high technology and creativity. Utilize all
resources, strengthen external activities, associate with foreign partners and customers
to access the wider international market.
Human resources: Building a skilled and specialized management and technical team
to develop into good experts in the Mechanical-Plastic industry, always flexible and
adaptable to all times of the integration market. Concentrating intelligence, building
the Company to become a comprehensively developed enterprise in the field of
industry.
Science and technology improvement: Promote the movement of initiatives to improve
production, physical and chemical techniques, consider updating new technologies in
production and business in order to make more profits. Constantly researching and
developing new products, especially those that the Company determines has potential
and advantages. Regularly improve the processing process, timely update scientific
and technological advances in the world.
In terms of investment: Depending on the results of investment efficiency assessment,
continue to invest in more modern and breakthrough specialized equipment.
Financially: Strictly control costs, evaluate investment efficiency, ensure effective use
of capital; improve financial capacity, develop continuously and sustainably.
4.2. Request
In order to improve the recruitment of human resources at CNS Amura Co., Ltd.,
besides the solutions mentioned above, I also have some recommendations to improve
this issue towards ensuring human resources meet the business activities and more
deeply towards the development goals of the organization. Specific recommendations
are as follows:
For Company leaders
Company leaders need to pay more attention to the department that does human
resource management more often. Periodically organize courses and training to
improve the qualifications and professionalism of the human resources department.
This will help the company's human resources department to have more knowledge
54
and skills to better serve the company's human resources in general and human
resource recruitment in particular.
Continue to develop a scientific and effective human resource policy. The company
needs to improve the income for employees in the current growing economic context.
Besides, allowances and social welfare regimes also need to be improved in order to
attract and retain talents. Ensure fair promotion and development opportunities for all
members of the company while creating a dynamic and effective working
environment.
It is necessary to consider human resource management as a core factor determining
the success of the organization, because recruitment will help the company meet the
necessary human resources towards development goals and orientations. Therefore,
the investment in recruitment costs, professional improvement for departments related
to human resource recruitment, etc. is very necessary in today's reality.
For the company's human resources department
Actively learn, improve professional skills and skills to complete the job well. After
each recruitment phase, it is necessary to have the most accurate assessment of what
you can do, what is still limited to find solutions to overcome that problem.
Effective use of human resources and methods of recruitment. In addition, the
recruitment method is increasingly innovated to be appropriate in the current fierce
competition for labor in order to attract many potential and capable candidates for the
company's operation.
Actively research the fluctuations of the labor market, difficulties and limitations in
the recruitment process in order to promptly propose to the company's leaders to
overcome the limitations as soon as possible.
For employees in the company
Each employee in the company needs to be aware of his or her own importance in the
company's operation, work hard to study, work, and improve themselves. If this is
done well, it will meet both the quantity and quality of human resources to meet the
development goals and orientations of the company.
In addition, employees at the company should support the company in recruiting by
introducing potential candidates; spread the cultural values, the company's brand, the
employer's brand, etc of CNS Amura Company to relatives, friends, family and society
55
in order to build the company's reputation as well as help The company is known by
more individuals. This will help the company's future recruitment work to attract more
qualified candidates, meet the human resources for the operation process, towards the
goal of fast and sustainable development steady.
56
CONSLUSION
In the context of the current industrial revolution 4.0, when automation replaces
manual labor in the economy, when robots gradually replace humans in many fields,
thoughts about this problem can destroy labor market disruption was launched.
However, no one can deny one thing that human resources are one of the main factors
that make up an enterprise; Human resources are the key factors that create profits for
an organization. Therefore, it is essential to ensure that human resources meet both
quantity and quality to serve the production and business process in each organization.
For that reason, the recruitment of human resources in each organization should be
given due attention because human resource recruitment is the process of finding and
selecting human resources to satisfy the organization's use needs and replenish human
resources, number of employees for the production and business process starting from
the research goals along with the development goals of the company in the coming
time, I have proposed solutions as well as some recommendations in the article.
Due to my limited knowledge and way of looking at the problem, the research is
bound to have shortcomings. Therefore, further studies on the improvement of human
resource recruitment at the company are essential. It is hoped that the above study
together with future studies on the improvement of human resource recruitment will
help organizations in Vietnam.
Vietnam in general and CNS Amura Company in particular can ensure human
resources to serve the process of production and business activities, towards the
company's development goals and orientations, contributing to the development of the
country's economy.
57
REFERENCES:
Meyer, M. (2000). Introduction to human resource management.
Robert L Mathis, John H. Jackson, Sean R. Valentine. (1994). Human Resource
Management.
58
CỘNG HÒA XÃ HỘI CHỦ NGHĨA VIỆT NAM
Độc lập – Tự do – Hạnh phúc

BẢN NHẬN XÉT CỦA CÔNG TY THỰC TẬP

Công ty:………………………………………………………………………………………
……………………………………………………………………………………………….
Địa chỉ: ………………………………………………………………..……………………...
………………………………………………………………………………………………..
Họ và tên người nhận xét: ……………………………………………………………………
Chức vụ: ………………………………………………………………..…………………….
Họ tên sinh viên:………………………………………………………………………………
Mã số sinh viên…………………….Lớp:…………..……….Khóa:………..………………..
thuộc khoa ………………………………. trường Đại học Sư phạm Kỹ thuật Tp.HCM.
Thời gian thực tập từ ……………..……............ đến ngày ……………………….................
I. VỀ KẾT QUẢ CÔNG VIỆC
1. Nội dung công việc được phân công: …………………………………………………..
……………………………………………………………………………………………….
.
2. Xếp loại chung:  Tốt  Khá  Trung Bình  Kém
II. VỀ Ý THỨC KỶ LUẬT, TINH THẦN, THÁI ĐỘ TRONG QUÁ TRÌNH THỰC
TẬP
1. Việc chấp hành nội quy của công ty: …………………………………………………..

……………………………………………………………………………………………….
.
2. Tinh thần làm việc của sinh viên: ………………………………………………………
……………………………………………………………………………………………….
.
3. Thái độ của sinh viên: …………………………………………………………………..
……………………………………………………………………………………………….
.
III. NHẬN XÉT CHUNG ĐỐI VỚI SINH VIÊN ĐẾN THỰC TẬP
1. Ưu điểm nổi bật: …………………………………………………………………………
……………………………………………………………………………………………….
.
2. Khuyết điểm: …………………………………………………………………………….
59
……………………………………………………………………………………………….
.
3. Các đề nghị: ………………………………………………………………………………
……………………………………………………………………………………………….
.
……………………., ngày … tháng… năm 20…
Người phụ trách hướng dẫn Đại diện công ty
(Ký tên, đóng dấu)
60

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MINISTRY OF EDUCATION AND TRAINING

HCM UNIVERSITY OF TECHNOLOGY AND EDUCATION

GRADUATE INTERNSHIP REPORT

FINISHING RECRUITMENT PROCESS

Full name : Nguyễn Thị Hạnh Nhi

HCMC, August 2022

HCMC, August 10, 2022

Nguyễn Thị Hạnh Nhi

R&D Research & Development

On the basis of studying the current situation of recruitment at CNS AMURA

Source: CNS Amura Company

Source: CNS Amura Company

Source: CNS Amura Company

Figure 1.7: QC Inspection Machine

Source: HR of CNS Amura Company

Source: HR of CNS Amura Company

BẢN NHẬN XÉT CỦA CÔNG TY THỰC TẬP

1. Việc chấp hành nội quy của công ty: …………………………………………………..

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