Contents

I. INTRODUCTION............................................................................................................................... 2
II. MAJOR FINDING.......................................................................................................................... 3
1. Two improvements in which my compant’s HRM pratices might be improved....................... 3
2. Explain in detail how those practical improvements should apply. ........................................... 4
3. Describe which realistic adjustments I examined but do not believe will boost the firm's long-
term performance as much as my suggestions. .................................................................................... 6
4. HRM in the future of PTI............................................................................................................... 8
III. CONCLUSION ............................................................................................................................... 9
IV. REFERENCE .................................................................................................................................. 9
V. APPENDIX ........................................................................................................................................ 11

I. INTRODUCTION

The Vietnam Post Insurance Joint Stock Company (PTI) was founded on August 1,

1998, with three major shareholders: DB Insurance - Korea (37.32 %), Vietnam Post

Corporation, and Vietnam Post Insurance Joint Stock Company (accounting for 22.67

%). Vndirect Securities JSC and Vndirect Securities JSC (accounting for 16.44 %). In

the market, the firm offers a broad variety of practical and renowned goods and

services. PTI has grown to become a non-personal insurance firm with the greatest

sales and customer service network in the market, with more than 52 member

companies and a customer service network of 10,800 post offices and post offices

nationally. The central office of PTI employs more than 2000 people.
II. MAJOR FINDING

1. Two improvements in which my compant’s HRM pratices might be

improved.

According to PTI's internal human resources department, the human resource

management department is always evolving and adapting to new trends in the

management system in order to enhance human resource performance in the

organization. However, the business still has several limits that it must strengthen and

overcome in order to make a significant contribution to the firm's long-term

profitability, particularly in light of the covid pandemic and the safety adaption

strategy. The challenges that PTI must face are in the areas of human resource

recruitment and training.

To begin with, the trend of diversity has become a lever to assist organizations in

maximizing the multidimensional power of the group by using the unique capabilities

of each person. Diversity recruitment is the process of identifying individuals who

can help a team overcome its flaws. Diversity, according to Ankita Saxena (2014),

encompasses not just gender, age, and nationality, but also several personal qualities

such as personality, personality, soft skills, and life experience. When there are many

workers from other countries, such as Korea, since the firm has Korean partners, the

human resources department at PTI has cultural diversity. According to data from the
internal human resources department, the recruiting process has thus far focused on

corporate culture integration but has lacked diversity.

➔ Because PTI's personnel is lacking in diversity, it has to strengthen its candidate

training and development process.

Second, in the framework of Covid 19, PTI is commended for having planned ahead

of time the "e-learning" training and working system. However, due of the virtual

working environment, this online training program has a drawback: it reduces

attention capacity. The problem of human resource management while working

remotely or in a virtual environment is always a matter that firms pay close attention

to. Because they have to work remotely via an intermediate device, many PTI

workers have suffered from a lack of face-to-face connection and decreased

motivation during training and growth. This may diminish job productivity by

reducing the efficiency of information flow (Esra T., 2020)

➔ Remote working is becoming more common among companies, thus PTI needs

to improve its candidate training and development program.

2. Explain in detail how those practical improvements should apply.

a. Recruiment process

As a result, PTI should increase and enhance diversity in recruiting to boost both

the human resources team and the company's image. For starters, Sarah Nahm

claims that even little word variations may convey extremely diverse signals to

prospective applicants. As a result, PTI's picture and description should reflect

this variety. For example, if a candidate sees promises of diversity in the

workplace in a company's job description, they will continue to hunt for this

diversity in information from websites, recommendations, annual reports, and

marketing materials. To put it another way, this effort aims to generate diverse

representations. For example, a corporation may organize a number of collective

activities, each of which should promote network growth and human resource

variety.

Hiring a diverse staff boosts employee happiness and even improves your

company's image, all while improving business processes. Diverse recruitment,

for example, may help you better understand your clients, give other viewpoints,

and potentially increase revenue. Next, if the firm wants to execute a diverse

recruiting process, it has to broaden its reach network, or in other words, the

human resources department needs to go where the missing parts of the jigsaw

are. For example, if the company wants to hire employees who have strong

personalities and work against the grain, the human resources department will

need to reach out to local organizations to learn more about their needs and

express the desire of businesses to be able to encourage them to participate in PTI.

b. Training and development

PTI should use the following two strategies to limit the introduction of flaws in

the distant learning process. To remain connected, the firm should first foster

socializing and informal encounters. The HR department may either build a single

informal channel for the whole firm or split it into several divisions. From there, it

may be decided that individuals get 15 to 30 minutes a day to communicate and

 discuss their current life situations with one another. Employees may effortlessly

connect with one another and maintain work morale and mood with this form.

Second, face-to-face communication differs from internet communication. If we

can readily convey our attitudes, feelings, and intentions in face-to-face

interactions, it will be more difficult to do so when dealing with workers through

an intermediate technology such as a phone, computer, or email (Hillman W.,

2021). As a result, the HR department should assist each department's leaders in

finding methods to optimize the online communication process so that workers

can maintain a sense of balance while working from home. Managers should, for

example, utilize mind map visuals to convey information rather than giving

people a paper to digest. When working in person at the office, text documents

make sense, but applying them to remote work is a mistake since workers might

be distracted while working.

3. Describe which realistic adjustments I examined but do not believe will

boost the firm's long-term performance as much as my suggestions.

a. Recruiment process

Changing the material in the JD to reach a larger range of applicants is another

method to improve the diverse recruiting process. If you agree to utilize the form

of updating content in JD to reach more potential audiences, firms will have to

deal with the reality that competence platforms are generalist and generic, which

makes applicants more difficult to find. It might be tough to imagine both the

employer's and the candidate's demands in order to comprehend the job's

obligations. According to Staff HR 2013, the job description should contain text
 that clearly describes each employee's role and duties so that they can approach

the company and accomplish the work objectives.

In addition, the usage of different material in JD must be followed by a shift in the

company's public image. When the company image has been developed for a long

time and is durable, this will place a lot of pressure on the HR department.

Furthermore, PTI has built a business culture, resulting in a work environment

comprised of individuals who share similar personalities, interests, and

perspectives on life... As a result, focusing on diversity concerns for the first time

in recruiting would be a challenging move for a well-established company like

PTI.

PTI should concentrate on executing and improving organizational activities, as

well as fostering diversity in each activity, rather than modifying long-standing

policies of businesses. Diversity is found in pictures that represent the company's

principles, not in promises or statements. (Diversity in the Workplace 2020)

b. Training and development

Furthermore, there are a lot of additional approaches to address this problem. For

example, the HR department may use the onboarding process, which is a daily

procedure for engaging and managing emotions. This procedure may make use of

virtual reality technology to allow workers to join and connect in order to

participate in a virtual reality activity. This form, on the other hand, will be

expensive and time-consuming to execute. Furthermore, this strategy should only

be used when recruiting new workers who need access to the company's facilities

but are unable to visit the office in person.

Instead of employing onboarding techniques, firms could use software or social

networking platforms to create a daily communication environment and boost

online communication.

4. HRM in the future of PTI

Any business's human resource management will certainly be affected by

technology in the future. To gain the greatest outcomes, PTI must incorporate

technological trends to the human resource management process. To address the

remote working trend, businesses are increasingly using online job listings,

receiving applicant profiles through email, conducting interviews and remote

selection procedures (Suganthiya,2021).

PTI has incorporated these strategies as well, but they need to be refined for the

most effective and easy human resource management tasks. For example, if the

firm has previously encountered a problem with many virtual resumes that were

unsuitable for the job sought, PTI should invest in stronger tools and filters to

assure the quality of applicants. Recruiters will appreciate the time savings. And,

as previously said, the trend of remote working will become increasingly common

in the near future, implying that PTI will need to pay close attention and devote a

significant amount of effort to grasping this trend.

The second factor is the talent retention strategy; excellent personnel are

constantly on the move, and the reality is that in today's environment, high

compensation and perks are insufficient to keep top performers. New experiences

and opportunity to push oneself are what they need. PTI has several policies in

place to help strong human resources departments decide to remain with the firm,
 such as a pay and bonus policy, providing circumstances for keeping with the

organization, and so on. Businesses must, nevertheless, pay attention to the

growth of internal worker rotation policies. This move may be divisive, but it will

undoubtedly be a worthwhile project for PTI to pursue and resolve in the most

acceptable manner.

III. CONCLUSION

The Postal Insurance Corporation's human resource management approach was

shown and assessed in this research. Then, evaluate the benefits and drawbacks of the

options that the company should explore for future development.

IV. REFERENCE

1. Sarah Forbes, 2020 “ Managing employees during the covid-19 pandemic”

Available at: https://www.birmingham.ac.uk/Documents/college-social-

sciences/business/research/responsible-business/managerial-experiences-during-

covid19-2020-accessible.pdf

2. Hillman W., 2021 “ Working from home during the corona pandemic”

Available at: https://doi.org/10.1080/23311975.2021.1885573

3. Esra T., 2020 “The influence of working from home on employees’s

productivity”

Available at: https://www.diva-

portal.org/smash/get/diva2:1446903/FULLTEXT01.pdf

4. Karen C., 2020 “Remote work: the road to the future”

 Available at:

https://www2.deloitte.com/content/dam/Deloitte/global/Documents/Tax/dttl-

remote-work-the-road-to-the-future.pdf

5. Ankita S., 2014 “Workforce diversity: a key to improve productivity”

Available at:

https://core.ac.uk/download/pdf/82676631.pdf

6. Sarah N., n.d « The diversity and inclusion handbook”

Available at:

https://ideas.wharton.upenn.edu/wp-content/uploads/2018/07/Leading-Diversity-in-

Organizations_Lever-2017.pdf

7. Staff HR, 2013 “Writing job description”

Available at:

https://shr.ucsc.edu/forms/shr-1274.pdf

8. Diversity at work, 2020 “Diversity in recruitment and selection”

Available at:

https://fundaciondiversidad.com/wp-content/uploads/2020/03/DIB-Expert-Report-

Diversity-in-recruiting-and-selecting-interactive.pdf

9. Annual report in PTI, 2018 Available at:

https://media.pti.com.vn/default-

pti/files/Bao%20cao%20th%c6%b0%c6%a1ng%20nien%20PTI%202018%20(FINA

L)%20(1).pdf

10. Suganthiya. M. S. 2021. Impact of Technology on Human Resource Management.

 11. Walid A., 2021 “ Employee Turnover: Causes, Importance and Retention

Strategies” Available at:

https://www.researchgate.net/publication/352390912_Employee_Turnover_Causes_Impo

rtance_and_Retention_Strategies

V. APPENDIX

5. Three competencies that my company expects and gets from new graduates:

Attitude toward honestly, custom their oriented, persistence

6. Three competencies that my company expects but does not get from new

graduates: Theoretical problem solving, handling stress, emotional control

7. There are 2 changes that universities should need to produce better graduates:

applying digital transformation in education such as intelligent class,

gamification,… and The training program are designed in the direction of

taking skill as the foundation, not merely prioritizing the transmission of

specialized knowledge

8. Yes, of course because according to information from PTI's recruitment

department, as of 2017,the large number of the company's employees have

diplomas from high school or higher, of which 70% of employees hold

university degrees. learn. It can be said that university degrees and transcripts

are the most basic basis for employers to rely on to determine whether a

candidate is suitable for the job or not. Moreover, the process of interviewing
 and taking the test only takes place in a short period of time and is not enough

to evaluate the overall candidate.

9. No, according to the annual report, most of the managers who hold the core

role in the company have good degrees such as: masters, bachelors, etc. If

they have background knowledge in the field the company operates, their

chances of getting hired are quite low. Because, they do not have evidence to

prove their ability, the company will take a lot of time to re-train from the

beginning, so they will not be able to have the opportunity to work in a

management position.

10. Yes, my company have used the structured in the hiring process, which helps

recruiter evaluate candidates with a holistic view. However, for each

candidate, PTI's recruitment department will ask a few different questions to

exploit and fully grasp their abilities.

11. Students should focus on developing teamwork skills, especially teamwork

attitude, which needs to be serious, progressive, and respect the opinions of

other members and office computer skills like words, excel,…

12. The company rank the following in order of importance like: experience →

grades → talents → relationships.

13. Name: Doan Phuong Thao

Position: employee in the personal department in PTI

Email: thaodp25@gmail.com

She is able to respond HRM research questions in both English and

Vietnamese.
VI. WORKSHOP SLIDES
 Workshop 1:
Human resource
management
Student’s name: Nguyen Ngoc Tram
Student ID: 10200028
Company: Post and Telecommunication
Joint Stock Insurance Corporation (PTI)
Link presentation:
https://www.youtube.com/watch?v=NZ
ftRLj-tfI
ABOUT MY COMPANY
01 Table contents

HOW FUNCTIONS OF
HUMAN RESOURCE
MANAGEMENT? 02
COMPARE SOME
FUNCTIONS 03
FUNCTIONS HAVE THE
BIGGEST IMPACT 04
05
HUMAN RESOURCE
MANAGEMENT IN MY
COMPANY

COMPETENCIES LIST
06
ABOUT MY COMPANY
Organization: Post and Telecommunication Joint
Stock Insurance ( PTI )
Established: August 1,1998
PTI is proud to be a non-life insurer with the largest
sales and customer service network in the local
market.
Staff: PTI has over 1,810 employees working at
the head office.
Reason for choosing: My sister works at this
company. Therefore, it is possible to broaden my
horizon and obtain more accurate information.
 FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT

STAFFING POLICIES RETENSION LAWS

OMPENSATION & BENEFITS WORKER PROTECTION TRAINING & DEVELOPMENT

HUMAN RESOURCE MANAGEMENT

(2016) by University of Minnesota

THE MAIN OBJECTIVE IS
HELP A COMPANY LONG-
TERM PROFITABILITY
To hire employees that are
knowledgeable, devoted, and
well-motivated→ increase the
company's profile→ assist it in
achieving long-term
profitability, and ensure that it
continues to operate efficiently
and effectively
STAFFING
Taslim Ahammad. 2017 “ How HRM functions?”
HOW FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT HELP A COMPANY LONG-
TERM PROFITABILITY?
Provide chances for employees
to learn job-related skills,
attitudes, and knowledge→
Retaining knowledgeable
raising the ability to obtain new
people who can drive and
technologies, developing the
sustain the company's growth
innovation in business
strategies → organizations to
act more effectively and
RETENSION
maintain profit
TRAINING &
DEVELOPMENT
 HOW FUNCTIONS OF HUMAN RESOURCE
Calvin K. 2018. “Impact of compensation and benefits on job satisfaction.” Research MANAGEMENT HELP A COMPANY LONG-
journal of business management TERM PROFITABILITY?
Dean, 2010. “The Risk Management Framework to Strategic Human Resource
Management”

Determining an employee's Ensure the good condition for

level of job satisfaction →the employees → bring benefits

level of job satisfaction of these for not only employees but also

particular employees will have organization’s performance

a big influence on how the firm →Employees will be able to

is managed – creates chances focus on completing all duties,

for long-term growth. which will increase the

lucrativeness and efficiency of
COMPENSATION the company. WORKER
AND BENEFITS PROTECTION
COMPARE SOME FUNCTIONS

FUNCTIONS DRAWBACKS

Compensation & benefits Focusing only on the idea that employees are just looking for financial gain and recognition,
while some employees also want to discover and develop their own skills in order to reach
passion in career instead of benefit packages

Worker protection Focusing only on creating a safe working environment but not strong enough to train and
develop human resources.

Retention Dependence on other functions such as: training & development…

→ THEREFORE, THERE ARE TWO FUNCTIONS THAT HAVE BIGGEST INFLUENCE

 WHICH ARE FUNCTIONS HAVE
THE BIGGEST IMPACT?
(Peter Boxhall .2007 “Oxford
STAFFING handbook of HRM”)

- When employees are selected in a professional process as a

way of building a strong foundation to promote and create
more opportunities for profitability and productivity.
-Identify talented employee that is rare in the labor market.
-Recruit might support and enhance the benefits of other HR
functions such as compensation, selection, or performance
appraisal

TRAINING & DEVELOPMENT

-Ensure employment security by providing new ways for

employees to adapt when their jobs change, their interest
change or their skills become obsolete.
-Employees are made to feel like they are a member of the
organization's family through training. All employees feel a
feeling of belonging as a result of training → job satisfaction
(Subhash C. Kundu and Ravi Kumar. 2006 “ Evaluating the benefits of training
increase and staff have enough motivation to dedicate.
and development”)
 Some unique features of HRM in PTI in
order to help long-term profitability

• Implement staff planning for the 2020-2025

timeframe.
• In April 2020, PTI introduced an online training
system (e-learning) to keep up with the market's
online training trend in Covid pandemic.
• Make the program develops human resources for the
insurance field by giving scholarships and providing
a variety of facilities for college who majored
insurance from a variety of colleges.

HUMAN • Organize cross-training groups for employees by

creating a wide range of clubs from departments so

RESOURCE
that employees research certain mission.
• Employees are permitted to travel and engage in
team building activities twice a year.

MANAGEMENT
(Báo cáo thường niên tổng
• Employees have done exercise at the firm twice a
day to boost morale and enhance work spirit.

công ty cổ phần bảo hiểm

 COMPETENCIES
LIST
Competencies that get Competencies that do not get

Attitude toward honestly Theoretical problem solving

Customer oriented Handling stress

Persistence Emotional control

 PRESENTATION NOTE
HRM FUNCTIONS
HRM IN PTI
• Staffing entails a process of recruiting and selection.
Attitude toward honestly
- Add value by enhancing labor cost efficiencies and spilling over
→ In insurance field, making the product, the narrative behind it,
to customer perceptions of the firm products or services
close, realistic, and closely follow the demands of clients by being
- Identify talented employee that is rare in the labor market
sincere and honest with them.
• Compensation & Benefits ensures that the reward and
Customer oriented
punishment policies are fair.
→ PTI workers have been taught in communication, persuasion,
• Workplace policies: to ensure fairness and continuity within the
listening, and understanding so that they can readily communicate
organization
with clients from all backgrounds, ethnicities, and educational
• Retention keeping and encouraging employees to stay with the
levels.
organization
Persistence
• Training & development: establish training courses
→ These are the most significant hurdles that employees encounter
-Make sure the corporate culture encourages innovation, creativity,
due to the nature of the profession, which involves a lot of client
and learning.
rejection. Employees at PTI are taught to persevere in order to
• Laws: keep compliance with employment laws
attain a variety of goals at work.
• Worker protection: issues might include the following chemical
risk, heating and ventilation requirement, no “fragrance” zone,….
 REFERENCE LIST
1. 1. Taslim Ahammad, 2017. “Personnel Management to Human Resource Management (HRM): How HRM Functions?”. Journal of Modern
Accounting and Auditing, 13(9)
2. University of Minnesota Libraries Publishing, 2016. “ HUMAN RESOURCE MANAGEMENT”
3. Peter Boxhall, 2007 . “Oxford handbook of Human resource management”
Available at: https://books.google.com.vn/books?hl=en&lr=&id=iEsrDwAAQBAJ&oi=fnd&pg=PT322&dq=hrm+recruitment&ots=7-yLsPh8K-
&sig=8cz0VxC-rW8AAgT9SqkP6VBn72U&redir_esc=y#v=onepage&q=hrm%20recruitment&f=false
4. Subhash C. Kundu., 2006 “ Evaluating the benefits of training and development”
Available at:
https://www.researchgate.net/publication/262182109_Evaluating_the_benefits_of_training_and_development_A_study_of_Indian_and_Multinational_compa
nies
5. Calvin K., 2018. “Impact of compensation and benefits on job satisfaction”. Research journal of business management
Available at: https://www.researchgate.net/publication/325959515_Impact_of_Compensation_and_Benefits_on_Job_Satisfaction
6. Dean, 2010. “The Risk Management Framework to Strategic Human Resource Management”
Available at: http://www.isihome.ir/freearticle/ISIHome.ir-21021.pdf
7. PTI, 2021. “ Báo cáo thường niên năm 2020”
Available at: https://media.pti.com.vn/default-pti/files/Ban_TCKT/Nam%202020/Bao%20cao%20thuong%20nien%20nam%202020.pdf
 WORKSHOP 2

Student’s name: Nguyen Ngoc Tram

ID: 10200028
Company: Post and Telecommunication Joint
stock insurance corporation
Link presentation:
https://www.youtube.com/watch?v=5Kv-
XrBPpKw
 TABLE OF CONTENTS

Question 1 Question 2
01. How are changes in the way
businesses operate changing the
required skills and knowledge of the
02. How HRM should change in order to
support changes in company needs
workforce?

Question 3 Question 4
03. The strengths and weaknesses of my
company’s HRM
04. Changes should universities make to
produce better graduates
 ABOUT MY COMPANY
Organization: Post and Telecommunication Joint
Stock Insurance ( PTI )
Established: August 1,1998
PTI is a non-life insurer with the largest
sales and customer service network in the local
market.
Staff: PTI has over 1,810 employees working at
the main office
Reason for choosing: My sister have a certain position in this company which
helps me obtain more accurate details.
 QUESTION 1
The work The reason Advantage Disadvantage
change
From face-to- - The development in - Employee absenteeism and - Lack of physical interaction
face to virtual information and turnover may be reduced by
work communication technologies increasing work satisfaction. - Can result in social isolation
such as: internet , mobile - Increased happiness as a result of as well as professional isolation
devices, social media… more control over work/life
- The dangerous of pandemic balance
- Increase workforce participation
of women, the disabled and
indigenous people
- As e-business grows, provide
long-term advantages to SMEs.
- Establish a platform for
individuals to learn from one
another and expand their
technological knowledge and
experiences.
 The work The cause Advantage Disadvantage
change

From - As a result of increased - Global teams may better grasp - Diversity difficulties, team
individual to globalization, societies and local requirements and leadership, procedure, and
diversity at organizations are becoming more expectations, as well as take outcome are some of the concerns
work varied. advantage of cultural variety. and challenges that they face due
- Organizations can benefit from to their inherent complexity.
various values and cultures by
fostering a cross-border
cooperation culture.
- Employees can gain tacit cross-
cultural knowledge.
- New thinking and fresh solutions
that may be handled by networked
teams rather than by individuals

( Yvette B. “Anywhere working and the new era of telecommuting”

Audra I.,2018 “The benefits of global teams for international
organizations : HR implications”)
The change in workforce’s required-skill and knowledge

Self-motivation
Ready to fulfill obligations without
supervision and traditional control

Independence and confidence

Being less exposed to supervision and
feedback enabled and forces virtual
employees to independently solve problems
and make decisions

Concentration
Highly focused and able to handle with
potential home distractions
 The change in workforce’s required-skill and knowledge

Technology
technique
A. Employees must improve their IT
unless they can be obsolete

Language
B.
This great tool to communicate and
C. integrate in diverse environment

Listening skill
Employees must be ready to listen a wide
range of opinion in multicultural working
environment because it show cultural
respect
( Mirjana P., 2014. “Managing employees in a virtual
enterprise”)
 How HRM should change in order to support company needs ?
Company needs
Many skills and knowledge,
such as self-motivation,
independence, and focus, are
available to the workforce...
Candidates from a wide range
of nations can be found.
Decreasing social &
professional isolation
problems in virtual working
How HRM should change?
• Technology platforms such as Elance, Guru, Toptal, and freelancer can be
used to help in staffing.
• For HRM, job design is critical. The degree of job autonomy, or the
freedom to make work-related decisions, is one of the most essential
aspects of job design.
• Training and development: Invest in updating employee’s skills to keep
pace with changing technology.
• HRM create opportunities for employees to connect with the organization
in order to avoid social and professional isolation.
• It is critical to encourage positive dialogue and active listening. Ensuring
permanent availability of leaders and managers, often outside of business
hours, and using tools like video conferences, Google Hangouts, Google
Talk, Microsoft Lync (Skype for Business), allowing for permanent
contacts with team members. It can strongly support for staff in order to
interact together.
 How HRM should change in order to support company needs ?
Motivating the employees • For example, workers and co-working center members may be obliged to
working in a virtual work attend frequent face-to-face meetings with colleagues and team members.
environment It was deemed necessary to increase the frequency, quality, availability,
and timeliness of interaction and feedback.

Effectiveness management • Workplace laws

in the diverse working
environment
Create equality environment, regardless of color, ethnicity, religion, gender, or
nationality. To assist the diverse workforce, mentorship programs and
advancement possibilities should be established.
Increase cultural training; host cultural exchange activities, culinary festivals,
exchanges, and debates. Employees will be able to learn about the peculiarities
of other cultures as a result of this.

Jagdish N.,2014 “ Managing the diverse workforce”

 The strengths and weaknesses of my company’s HRM

Current needs HRM in my company

Training & development system in Using an online training system ( e-learning)

the context of online environment

PTI company used this approach on a variety of websites, social media

Applied technology in recruitment platforms, applications: main website, job research website and social
and selection process media

Creating a bunch of clubs from departments → employees can research

Improving management function and identify many culture & customs from foreign employees
in diverse working environment
 The strengths and weaknesses of my company’s HRM
HRM in my company Strengths
PTI company used this The list of available
approach on a variety of positions is updated on a
websites, social media regular basis.
platforms, applications: Low cost: The cost of a job
main website, job research posting ranges from 1 to 2
website and social media million VND, with a
significant reduction if you
publish many jobs.
Connection: contact a wide
range of people ( nearly
150 views per day)
(reported by: PTI's internal HRM department)
Weaknesses
Information: In order to get
interviewed, they all
fabricate information, CVs,
and knowledge.
Filter: More than 27% of
candidate resumes do not
align with the company's
objectives.
HRM in my company Strengths Weaknesses

Creating training online - Maintain training & - Decreasing attention

system is named “ e- development program in ability because of virtual
learning” the pandemic working environment
- Decreasing fees for:
facilities, moving,...
Creating a bunch of clubs - Improving cross-training - Self-training at most
from departments in the company member units is generally
- Effectiveness still passive, lack of
management systematic and continuous.
- Effectiveness team-work
- Employees can research
and identify by themselves
many culture & customs of
foreign employees by
themselves
 What change needs in the university?
The change
Applying digital transformation in
education such as: intelligent
class, gamification, …
The training program are designed
in the direction of taking skill as
the foundation, not merely
prioritizing the transmission of
specialized knowledge
(Human resource training in PTI,2019 )
Benefits
Graduates could easily absorb and
adapt to digital transformation in
business
Adapt to the working environment
and take the initiative in the
context of changing
Balance the quality of knowledge
Drawbacks
The facilities are still lacking,
outdated and many places can not
meet them well
The assessment system is not
innovative and meaningful because
it still depends on traditional forms
such as ordinary tests.
 Presentation notes
Some other benefits of virtual working
• Reductions in traffic congestion and carbon emissions due to work-related travel
• Savings on dedicate office space, parking, and equipment cost
Some other skills that workforce need to improve
• Time management: be able to plan their work to meet deadlines and keep their business and personal lives
separate.
• Trustworthiness and dependability: should be held to the same level of accountability as if they were
working in an office setting.
 References
1. Yvette B. ,2017“Anywhere working and the new era telecommuting”, IGI global

2. Audra I.,2018 “The benefits of global teams for international organizations : HR implications”)
https://www.tandfonline.com/doi/pdf/10.1080/09585192.2018.1428722?needAccess=true

3. Mirjana P., 2014. “Managing employees in a virtual enterprise”

http://portal.sinteza.singidunum.ac.rs/Media/files/2014/227-232.pdf

4. PTI’s annual report,2018

https://media.pti.com.vn/default-
pti/files/Bao%20cao%20th%C6%B0%C6%A1ng%20nien%20PTI%202018%20(FINAL%20-%20ENG)(1).pdf

5. Jagdish N.,2014 “ Managing the diverse workforce”

https://www.researchgate.net/publication/238781860_Managing_the_Diverse_Work_Force
THANKS FOR YOU
LISTEING
WORKSHOP 3
Student’s name: Nguyen Ngoc Tram
ID: 10200028
Company: Post and telecommunication
joint stock insurance
Link video:
https://www.youtube.com/watch?v=FF
lidPypOfc
 CONTENTS
TABLE OF
01 How the different parts of the hiring process
can lead to greater firm profitability.

02 The strengths and weaknesses of your

company’s hiring process considering the
strength of the labor market

03 QUESTION 1

04 QUESTION 2

05 QUESTION 3
ABOUT MY COMPANY

Organization: Post and Telecommunication Joint

Stock Insurance ( PTI )
Established: August 1,1998
PTI is a non-life insurer with the largest
sales and customer service network in the local
market.
Reason: I have a close relative who is PTI’s employee and
could help me gain more apparent information.
 IN HIRING PROCESS
DIFFERENT PARTS
PERSON
JOB ANAlYSIS SPECIFICATION

RECRUITING SELECTION BEST PRATICES

Human Resource Management (2016)

How different parts can lead to greater firm profitability.
Part The definition Its benefit

Job analysis Jobis a methodical

A job analysis MARS
analysis
method of determining what a
person actually accomplishes in his
or her employment. A questionnaire
to all employees might be part of
this procedure. An appropriate job
description and work specifications
may be produced based on this
study. The components of a job are
listed in a job description, while the
requirements to do the work are
listed in job specifications.
provides first-hand job-related
information: helps managers identify
valuable data related to a job's
responsibilities, risks and hazards
associated with that job.
Helps in creating right job-employee
fit: helps managers arrange personnel
and arrange jobs in the most suitable
way to increase business productivity.

Sidney A., n.d “Functional Job analysis” ,1st E.

 Part The definition Its benefits

Recruitment The recruitment process Recruiting good

provides the organization candidates to help
with a pool of qualified improve the efficiency of
applicants. operations in the business
and bring reputation and
profits to the company.
Save on human resource
training costs if high-
quality human resources
are selected

Selection The selection

VENUSprocess it analyses the
refers to the steps performance of work in
involved in choosing each candidate.
people who have the right It helps in avoiding false
qualifications to fill a
VENUS negatives and false
current or future job positives of the
opening. candidates.

Gareth Roberts, 1997, “Recruitment and selection”, 1 st E.

 About hiring
process in my
company
The strengths and weaknesses of
your company’s hiring process
considering the strength of the labor
market
 Strengths Weaknesses

NOW
Job description The determination of time consuming because
compensations and work trends are always
benefits for employees is changing and updated
honest, unbiased and frequently.
relevant to each specific Source of accurate data is
position extremely small: the
(74.7% of PTI employees source of information
and officers are satisfied gathering information
with the company's salary from individuals is quite
and benefits according to small.
Mr. Phi Viet Thao, Head
of Human Resources
Mercury is the closest planet to the Sun and the
Department of PTI)
smallest one in our Solar System—it’s only a bit
larger than our Moon. The planet’s name has
nothing to do with the liquid metal, since it was
named after the Roman messenger god
 Strengths
Using website in easily approach and supplement a
recruiting process large and diverse workforce.
According to the 2018 annual
report, the number of newly
recruited candidates is 387 people
Testing Reduce the risk of subjective
judgments and increase the
objectivity of conclusions
Psychological tests are a tool to
assist employers in understanding
the candidate's personality to avoid
the risk of misrepresenting the
person, affecting future work
productivity.
Weaknesses
The downside is that there
are still many CVs that do
not meet the requirements
for each given position.
Candidates may take the
test in a hostile or dishonest
way to intentionally create a
good image for themselves.
 3. Does your company look at the
student’s grades (transcripts) during the
selection process? Do they look at the
grades and the degree, just the degree, or
nothing?

Yes, of course because according to information from PTI's recruitment department, as of

2017,the large number of the company's employees have diplomas from high school or
higher, of which 70% of employees hold university degrees. learn. It can be said that
university degrees and transcripts are the most basic basis for employers to rely on to
determine whether a candidate is suitable for the job or not. Moreover, the process of
interviewing and taking the test only takes place in a short period of time and is not enough
to evaluate the overall candidate.
 4. Would your company hire a candidate for a management position if they had all the required
skills but no bachelor or master’s degree?

No, according to the annual report, most of the managers who hold the core role in the company have
good degrees such as: masters, bachelors, etc. If they have background knowledge in the field the
company operates, their chances of getting hired are quite low. Because, they do not have evidence to
prove their ability, the company will take a lot of time to re-train from the beginning, so they will not
be able to have the opportunity to work in a management position.
5. Does your company use structured (prepare all questions before the interview) or
unstructured (figure out the questions during the interview) interviews when hiring?

Yes, my company have used the structured in the hiring process, which helps recruiter
evaluate candidates with a holistic view. However, for each candidate, PTI's recruitment
department will ask a few different questions to exploit and fully grasp their abilities.
 Presentation
Strengths of job analysis: Guides through performance evaluation and note
appraisal processes → help the organization evaluate employee performance,
contribute to the discovery of talented human resources, and at the same time
overcome limitations, thereby having an overall view of work efficiency
could make decision properly.

Person specific: The person specification is a description of the qualifications,

skills, experience, knowledge and other attributes (selection criteria) which a
candidate must possess to perform the job duties.

Best practice: Best practices refer to those that are applied by the best
organizations operating in similar conditions and pursuing similar goals They
are applied to achieve continuous improvement of organizational performance
and competitiveness by critical assumption of conceptual and system practices
in management of the best organizations in a specific sector or region.

Using best practices allows implementation of significant changes on an

easier, faster and cheaper basis
 Reference list
1. Sidney A., n.d “Functional Job analysis” ,1st
E.
2. Gareth Roberts, 1997, “Recruitment and selection”, 1st E.
3. PTI’s annual report, 2017
https://www.pti.com.vn/bao-cao-thuong-nien-nam-2017.html

4. PTI’s annual report, 2018

https://www.pti.com.vn/bao-cao-thuong-nien-nam-2018.html

5. PTI, 2021
https://www.pti.com.vn/ve-pti/gioi-thieu-chung.html

6. Sikyr. M, 2013 “ Best practice in HRM”

https://cebr.vse.cz/pdfs/cbr/2013/01/07.pdf
THANK
YOU FOR
ATTENTION
 WORKSHOP 4
Student’s name: Nguyen Ngoc Tram
ID: 10200028
My company: Post and telecommunication joint stock insurance company
Link video: https://youtu.be/UDJ9mfob7so
About my company

My organization: Post and telecommunication joint stock insurance company

Be established: August 1,1998
PTI is proud to be a non-life insurer with the largest sales and customer service network
in the local market.
My reason for choosing: My sister is an employee in personal insurance department in
this company
Table content

Question 1 Question 2
01 02

Question 3 Question 4
03 04
 Decision – making process
The business decision-making is then method of making the right decision by : determining options, gathering and
analyzing, facts evaluating alternatives.

01 02 03 04 05

Identify the problem Collect information Identify Weigh Choose

the alternatives the evidence the alternatives

06 07

Implement action Evaluate the results

(Umass, 2016)
Internal factor

Ability, knowledge, skill

Objectives,
standards Support

Employee relation

Workplace Feedback
Motivation
(Bennett, Ketchen and Schultz,2019)
External factor

01 02
Labour market Equality

05
Employment legal
03 and regulatory 04
Diversity framework Culture

(Bennett, Ketchen and Schultz,2019)

 The most important factors
1 2
Employee relation
An organization's efforts to
create and maintain a positive
relationship with its
employees are referred to as
employee relations. By
establishing healthy,
constructive employee
relations, organizations strive
to retain employees loyal and
engaged in their work.
(Michael J, 2019)
Employment law
Employment law is a wide
topic that covers every
aspect of the employer-
employee relationship.
Thousands of federal and
state statutes,
administrative rules, and
judicial decisions make
up employment law.
(Employment law for business, 1998)
 Decision-making process in PTI
1. Identify the problem

The company need to launched new policies about solutions for workers during Covid-19 pandemic.

2. Collect information
important step
The Human Resource Manager establish a survey for employees to accumulate their views about their requirements and expectations about Covid-19
solutions.

3. Identify the alternatives

The HR manager can identify various remedies to the problem based on the information gathered. Working from home, wearing a mask in the office, 1
work from home day - 1 mask office day, and so on are some choices.

4. Evaluate the evidence important step

The HR manager weighed the advantages and disadvantages of each choice.

5. Choose among alternatives

Wearing Mask In Office is the decision that needs to be made after obtaining all essential information and considering each possibility, according to the
HR manager.

6. Implement action

7. Review decision & its consequences

The HR manager assesses income and staff productivity to determine what needs to be changed or developed.
The organization's mission, objectives, and basic beliefs will be impossible to achieve
without the employees' commitment, unity, and effort. (Small Business, 2020.)
Employee relation in decision-making process
Advantage Disadvantage

Employee opinions are used to make decisions.

Set appropriate procedures for covid-19 safety
to assist reduce the amount of employees that
Employers quit.
Human resource managers
occasionally deal with
personal concerns, which
Increasing job happiness through motivating makes the decision-making
employees. process ineffective.
Employee Employees should have the ability to express
their ideas and participate in decision-making.

high interest

(ILO, 2013)
1. Identify the problem: the company's health and safety are being jeopardized by COVID 19

During the Covid 19 pandemic, it is necessary to establish safe solutions for workers

2. Collect information : PTI considers articles 66 and 67, which deal with collective bargaining. Employees were polled by the Human
Resource Department about their needs and expectations for Covid-19 solutions, and the results were compiled into a survey.

3. Identify the alternatives

The HR manager can identify various remedies to the problem based on the information gathered.
Working from home, wearing a mask at the office, having a work from home day with one mask in the office, and so on are some
options.

Vietnam Labor Law No. 45/2019/QH14 of the National Assembly

4. Weigh the evidence
The HR manager weighed the advantages and disadvantages of each choice.

5. Choose among alternatives

Wearing Mask In Office is the decision that needs to be made after obtaining all essential information and considering each
possibility, according to the HR manager.

6. Implement action review decision & its consequences

• After finding a solution, the corporation decided to keep the office open.
• Revenue and staff productivity are examined.

Positive outcome when it comes to safeguarding employee health and

safety while also increasing corporate efficiency.
Employee laws in decision-making process
Strengths Weaknesses

Complex opinions

• Make smarter decision based on employees’ opinion

Employer • Strengthen employee relationships
It's difficult to choose because each
choice has its own set of benefits and
drawbacks.

Participate in the organization ‘s decision making process as

a worker It's really easy to start a fight between
Employees: Contribute more effectively coworkers.

Decrease turnover rate

Question 3:

Students should focus on (Office computer skills)

developing teamwork skills, Students should practice skills
especially teamwork attitude, on word, excel,...
which needs to be serious,
progressive, and respect the
opinions of other members
Question 4:
Grades Relationships

01 02 03 04
Experience Talents
 Presentation
note
Collection process
- In front of PTI's HR department, a suggestion box has
been placed for any employee to utilize to submit
corporate difficulties.
- All employees are invited to a monthly personnel
meeting at the conclusion of each month.
- Before making any major human resource decisions,
each sewing team will designate a representative to
complete the survey, which will be gathered and
reviewed by the organization.
(PTI’s internal human resource management department)
Evaluate the result
- After 3-4 months of implementation, all
business divisions assess each decision.
- If the decision is taken to optimize the
corporation's and its clients' sales and worth,
it can be used perpetually.
- Teams would meet to establish the root
cause and, if unsuccessful, to remedy the
problem.
 Reference list
1. Michael J, 2019 “ Employee relations” Available at:
https://www.researchgate.net/publication/336333195_Employee_relations
2. Employment law for business, 1998 1st Ed
3. PTI’s internal human resource management department
4. Small Business - Chron.com. 2020. The Advantages Of Including Employees In Decision Making. [online] Available at:
https://smallbusiness.chron.com/advantages-including-employees-decision-making-18472.html
5. Umass, 2016, Decision-making process, Umassd.edu [online], available at: https://www.umassd.edu/fycm/decision-
making/process/
6. ILO, 2013, “Benefits of the Collective Bargaining Agreement”, [online], available at:
https://www.ilo.org/beirut/projects/WCMS_222595/lang--
en/index.htm#:~:text=The%20agreement%20provides%20a%20greater,committed%20to%20resolving%20these%20issues.
7. The Socialist Republic of Vietnam , 2019. LABOR CODE.[Online] Available at:
<https://www.vietnamimmigration.org/wp-content/uploads/2020/04/New-Labor-Code-of-Vietnam-2021-English-
Version.pdf
8. Bennett, 2019. “An examination of factors associated with the integration of human resource management and
strategic decision making”
https://www.researchgate.net/publication/229910637_An_examination_of_factors_associated_with_the_integratio
n_of_human_resource_management_and_strategic_decision_making
9. Employee in the personal insurance department in PTI
Name: Doan Phuong Thao
Email: thaodp25@gmail.com
 Thank you
for listening