TRƯỜNG ĐẠI HỌC THƯƠNG MẠI

KHOA QUẢN TRỊ MARKETING VÀ PHÂN PHỐI

BÀI THẢO LUẬN

Bộ môn: Quản trị nhân lực ( Tiếng Anh)

Nhóm 1

Hà Nội, tháng 3 năm 2023

Group member
Đào Ngọc Anh
Vũ Thị Hương
Bùi Quỳnh Anh
Bùi Thị Lan Anh ( Leader)
Đỗ Thị Lan Anh
Đào Châu Anh
Đinh Quỳnh Anh (Secretary)
Đinh Thị Vân Anh
Đoàn Ngọc Anh

STT Full name Code Comment Evaluate

students

1 Vũ Thị Hương 16K620018

2 Đào Ngọc Anh 18K67001

3 Bùi Quỳnh Anh 21K670011

4 Bùi Thị Lan Anh ( 21K670014
Leader)

5 Đào Châu Anh 21K670021

6 Đinh Thị Quỳnh 21K670027

Anh (secretary)

7 Đinh Thị Vân Anh 21K670023

8 Đỗ Thị Lan Anh 21K670019

9 Đoàn Thị Ngọc 21K670029

Anh

Presentations 1
Topic: Describe the principle of Eastern management theories:
Confucious( Khổng tử) and Han Fei ( Hàn Phi)

A. THOUGHTS OF CONFUCIUS
Confucius's management thought is a philosophical, political - social thought,
and at the same time a human resource management thought, which upholds
the concept of the word "virtue" and educational factors in management.
physical. According to the current of political thinking and the meanings of the
times, we have applied many progressive points in Confucius' thought in
management in general and human resource management in particular.
+* Concept of class division in society: Confucius divided into 3 classes of
people in society.
- First class: Saints are those who do not need to study or practice anything.
- Second rank: Gentlemen (soldiers) - are those who have learned and trained
to know, mature, useful people, have status in society.
- Third class: Lower class (farmers) - are those who have little or no education.
They are mainly manual laborers in agricultural occupations.
+* Management concept:
- Modeling method: is a basic and important management method. In order to
apply this method, - the direct managers not only must not seek fame and gain
for their own, but must always consider 9 different aspects:
“1/ When looking, you must see clearly;
2/ When listening, you must listen clearly;
3/ The face must be mild;
4/ The appearance must be strict;
5/ Words must be honest;
6/ When working, must be serious;
7/ What is doubtful to ask for clarification;
8/ When angry, one must think of its consequences;
9/ When doing good deeds, you must think of good deeds.
To be the direct manager, the gentleman is oriented in self-cultivation, training
himself to be a shining example in management. Confucius wrote down the
"nine scriptures" with the basic contents:
"1/ Cultivate yourself;
2/ Love your relatives;
3/ Respect great gods;
4/ Respect talented people;
5/ Love public servants;
6/ Love the people like his own children;
7/ Encourage talents, mine to bring polytechnics, emulate and reward;
8/ Welcoming ambassadors;
9/ Protecting countries vassal".
- Teaching method:
Confucius emphasized method of teaching, opposing the method of using
commands in management.
 In addition to the above two management methods, there are
* Confucius also set forth the requirements of the goal and discussed the
art of management, clearly stated in 9 different aspects:
1/ Enough food;
2/ A life of affluence;
3/ Keeping rituals and customs;
4/ People must have fields and houses;
5/ To attach importance to education;
6/ Strict laws;
7/ Welcoming guests warmly;
8/ Strong military.

B. THOUGHTS OF HAN FEI

* The view of respecting the law in Han Fei theory
- On July 28, 2018, Han Fei (about 280 – 233 BC) was a great practitioner of
legal philosophy. He has absorbed the advantages of "dhamma", "magic", and
"substance" to build and develop a legal system that is relatively complete and
advanced compared to his contemporaries. Considering the law as an effective
tool to bring about peace, stability, and justice, Han Phi proposed the idea of
using the law to rule the country. He introduced some basic principles in law
building and enforcement, such as the law must be strict, no distinction
between superiors and inferiors, and everyone is equal before the law... With
those thoughts, the ancients called the doctrine of Han Phi "the doctrine of the
emperor".
- In the process of formulating his doctrine, Han Fei strongly criticized the
political theory of Confucianism. In his eyes, the way of ruling based on the
virtues of the rulers (under names such as "human rule", virtue rule" or "rule
rule"), Yao Shun's political ideals were contrary to reality and If you apply that
concept, it will cause chaos in the country.
- Han Phi considered a king as just an ordinary person like everyone else. What
makes a country rule or chaotic is not how the king of that country is, but how
the rule of law of that country is.
- Han Fei believes that the law is the most effective tool to bring about peace,
stability, and justice: "The sage clearly understands the reality of right and
wrong, clearly discerns the nature of rule and disorder, Therefore, when
governing the country, it is clear that the law is correct, and that severe
punishment is laid out to cure the people's disorder, and eliminate the calamity
in the world. Let the strong not overwhelm the weak, the many not offend the
few, the old to be satisfied, the young and the lonely to mature, the borders not
to be encroached upon, the king and I are dear to each other, father and son
take care of each other”.
- The key to building a rich and strong country is to rely on the law. If there is a
law, the law is universally and properly implemented, then the society will be
stable, and the society will be stable again, an important prerequisite for
building a rich and strong country, making the people peaceful and happy.
happiness. From the point of saying, “There is no country that is always strong,
nor is there a country that is always weak. As long as the law enforcers are
strong, the country is strong, and when the law enforcers are weak, the country
is weak”
- Han Phi has proposed the idea of "rule the country by law" (rule of law), the
policy of "the law does not discriminate between nobles and inferiors" (law is
not precious), "punishment is not reserved for great ministers, reward and
reward not omitted the loser" (the picture is too jealous of the great god, the
good reward is not the four husbands). He attaches great importance to the
effect of law and advocates building a complete theory of the rule of law, in
which "law" is the core, closely combining "law", and "magic" with "position".
* Thinking about power and so important
- In addition to "dharma" and "art", Han Fei attaches special importance to the
"world". "The position" is also known as "power", "powered r", and "power", it
refers an absolute power and authority, which is also the supreme dominion of
the king, including the right to use people. , the right to reward and punish, etc.
Han Fei believes that only when he the dominion in his hand, can someone rule
the people and rule the people. In the "Eighth S, ultra" he wrote: "That is the
basis for winning over the crowd" (The world is fake, defeating them is only
natural). To rule the country in peace, the monarch must hold power. Han Fei
has a very clear conception of the important points about the world: 1/ The king
must not lend power to this servant. 2/ The king must not share power with the
servant. 3/ It is necessary to use the technique of reward and punishment to
consolidate power. 4/ The king must maintain his unique position, and not let
his subordinates be too precious, in case the great minister usurps power.
Therefore, if only in terms of the king himself, then "so" is the most important,
most important thing, and "dharma" and "magic" are just tools.
- The use of "dharma", "art", and "sense" is mainly to strengthen the power of
the monarchy, creating a political context where "although in the four
directions, the key is at the center, the sage holds the keeping the main thing,
the four directions come to serve” (the work is in the four directions, the
weakness is in the center, the saints accept the weak, the four directions are
called "Han Phi Tu. Duong Quyen"); thereby, contributing to creating a
historical trend for the construction of a unified feudal centralized state.
* Methods of talent selection
- Thanks to the "position" the king makes and promulgates the law, chooses the
servants to assign tasks, and implements the law. But how to choose the right
person, assign the right job, and how the king can govern the mandarin
apparatus and people throughout the country. That again depends on the
"magic". Han Fei criticized Thuong Uong, saying that there is the only law, but
without art, it is impossible to know the crooks. Although the law has been
painted and explained clearly, the servants still use it as a prop to plot their
interests. Therefore, a lord must have "magic", according to Han Fei, "art" is
something hidden in the stomach, to compare the clues of things and secretly
rule the servants.
- "Art" is a way, a method, a strategy, a trick in recruiting and using people
when assigning jobs, thanks to it, the law is implemented, helping the king to
rule the country and calm the world. The task of the art of governing was to
distinguish between loyal and devoted officials from those who flatter the
demon cult, to test the competence of the officials, and to test their merits and
mistakes, aiming to strengthen the ministry. rule based on the rule of law and
autocracy. To accomplish this task, the "magic" must be kept private.
- Inheriting the view of Confucianism, Han Phi believes that each person needs
to meet the standards of his/her title, and no one dares to do anything wrong or
overdo it with their assigned title. When it comes to "art" in the rule of the
country, it also aims to choose the right person, assign the right job, and
arrange the work following each person's forte. hold a position, not be
respected. Thanks to that, the king will choose people who are qualified to
make the bed for the country. If you want to know how far your servant's
performance is, the king needs to regularly check and monitor their
performance to be successful. To make good use of "jutsu" in governing the
country, the king should not necessarily be for personal interests, not love
anyone personally, and not trust anyone. The king also shouldn't reveal his
likes, dislikes, and likes to this one because this one will use it to please the
king.
- Han Fei's "art" is just a trick of the "king" used to control the mandarins to
keep the law and obey orders. In other words, the art of using people. The king
legitimately uses me, based on that to reward and punish, that is, my words and
deeds must be proportionate. Talking without doing is like doing without
talking. Not doing enough is as guilty as overdoing it. Han Fei also pointed out
seven techniques to make it "safe" and six ways to make it "danger". He
analyzed each technique to see its advantages and disadvantages. Such as:
Gathering wisdom. Gather wise people to ask questions, and those who are not
wise will become wise. Deeply understanding an object, all hidden things
disappear.

Presentations 2

Topic: Analyzing job Description and job Specification in an

organization

A. SALE OFFER
I. General Information:
Position: Sales Officer
Bussiness Department
Direct manager:…………..
II. Specific tasks:
1. Maintain existing business relationships, take orders; Establish new business
relationships by planning and organizing a daily schedule for existing or other
potential business relationships.
2. Make weekly and monthly work plans approved by the sales channel
manager. Follow the approved plan.
3. Understand and understand the properties, packaging, price, and
disadvantages of products, similar products, products of competitors.
4. Embrace the customer contact process, the information complaint handling
process, the customer information receipt and settlement process, fully record
according to the manifestations of this process.
5. Contact with customers and record all customer information in the customer
contact report. Report the content of customer contact during the day to the
sales team leader.
6. Prepare a draft contract after the customer has agreed on the basic
agreement, then transfer it to the Sales Team Leader for comments on the
contract terms. Prepare contract signing procedures, save a copy of the
contract, transfer the original to the head of the group to keep, the original to
the accounting department.
7. Directly performing, the director of contract performance, including delivery
procedures, issuing invoices, and checking the quality of delivered products
with customers.
8. Receive and handle customer complaints about product quality, delivery
time….
9. Monitor the contract liquidation process, support the director accounting
department to complete the work, only fulfill the responsibility when the
customer has finished paying.
10. Transaction, learn the needs of customers. Search for potential customers.
11. Update job knowledge through work, reading reports on sales and
marketing; Maintain customer relationships.
12. Developing business in the assigned area.
13. Customer care and sales according to the scheduled schedule.
III. Benefits enjoyed:
● Salary from 10 to 15 million/month or agreement + business
commission (unlimited income).
● Working in a professional environment, discipline at the leading
technology corporation in Vietnam.
● There are many opportunities to advance in work; Participate in training
professional skills.
● Participate in social insurance, health insurance, and unemployment
insurance regime in accordance with laws and corporations.
● Enjoy a resort, leave, annual health examination, and other welfare
regimes.
IV. Job requirements:
Skills:
 - Soft skills: nice voice, good appearance
- Hard skills: marketing skills, communication skill, sales skill, customer
service skill,
Attitude: Healthy, agility, creativity, enthusiasm at work, can work
independently, teamwork.
Knowledge:Graduated from regular domestic and foreign universities
majoring in Business Administration, Marketing, Foreign Economic
Relations, Foreign Trade Economics, Construction Economics. At least
1 year experience in Sales - Marketing field. Preference will be given to
candidates with technical experience.

B. Sales Manager
1. General information
- Position: Sales Manager
- Department: sales department
-Direct manager: sales manager
2. Specific task
The sales manager plays an important role in the success or failure of the
business. This position plays a pivotal role in fulfilling sales targets and
generating revenue and profits for companies and businesses.
* Plan sales goals:
The sales manager is responsible for meeting and accomplishing the
organization's sales goals through effective budget and business planning.
Managers cannot do the job alone, they need the support of their sales team.
The head of the department is the one who sets the targets for the sales and
sales staff in the group. The goals set should be realistic and achievable within
a certain time frame. Goals include final sales results and each goal for team
members.
* Divide the work appropriately
In addition to planning sales goals, what duties does the sales manager have?
The task of a sales manager is to know what are the strengths and weaknesses
of each team member to properly divide the work.
Job duties should not be imposed on anyone according to feelings, but should
be divided according to the expertise and capacity of each individual. Managers
need to determine who can get the job done most efficiently. The role of the
department heads is to exploit and promote the strengths of the personnel in the
group.
* Branding for businesses:
A sales manager also needs to be responsible for promoting the brand of his
company or business. In the process of planning and business strategy,
department heads need to deliver the message that the product/service brings to
customers and the community. At the same time, training sales staff and sales
staff to integrate brand promotion in the process of approaching and selling.
3. Job requirement
Requirements for the position of sales manager will vary depending on the
specific business field and the size of the business. Some criteria for
qualifications and skills include:
- Bachelor's degree (master's degree) in Business Administration, Economics,
Commerce, Marketing, or a related field.
- Experience as a sales manager, marketing manager, or supervisory, team
management position.
- Experience in sales and retail with an impressive sales record.
- Understanding of market trends, capable of making business decisions.
- Impressive leadership skills.
- Strong and effective communication and persuasion skills.
- The ability to motivate, inspire and motivate.
- Strong business sense and industry expertise.
- Excellent skills in consulting, guiding, training, and managing human
resources.
4. Benefits enjoyed
- Fully enjoy the regimes as prescribed by law (health insurance, social
insurance, unemployment insurance) Enjoy the welfare regimes according to
the company's rules and regulations (visiting, vacation, salary bonus, Tet
holiday. .)
- Enjoy a full range of health visits for yourself and your family according to
the Company's remuneration policy.
- Work in a professional, modern, and friendly environment, with many
opportunities for advancement and development
- Occupation Salary: 15-20 million/month

Homework 1:

Topic: Job description and standards of Sales Manager:

1.General Information
- Position: Sales Manager
-Department: Sales Department
-Direct manager: Sales manager
2. Specific tasks:
-Manage sales team to achieve growth target and sales target.
- Develop plans and strategies to serve development goals and achieve business
results set by the business.
-Support, monitor the implementation of business plans. Report on business
results, revenue and expenses; make forecasts before the Board of Management
- Build and develop customer system:
 Seek and develop relationships with customers and partners in the field of
information technology and software
Taking care and building a mechanism for customers to increase inbound leads
and maintain revenue
-Build and optimize the sales process from planning to closing sales
-Responsible for recruiting, allocating goals, training and monitoring the
performance of sales staff
- Build and optimize the sales process from planning to closing sales
-Identify potential markets and market fluctuations; at the same time stay up to
date with competitors and new products.
3. Benefits enjoyed
-Enjoy all the regimes prescribed by law (health insurance, social insurance,
unemployment insurance) and welfare regimes according to the company's
rules and regulations (visiting, vacation, Tet holiday bonus ...)
-Enjoy a full range of health visits for yourself and your family according to the
company's remuneration policy
- Working in a dynamic, professional and friendly environment, there are many
opportunities for advancement and career development.
- Income from 9 million -30 million , (hard salary + commission) (specific
policy will be discussed in the interview)
4. Job Requirements
- At least 2 years of experience in a similar position.
- Priority is given to candidates who have working experience in software
companies: Misa, Base, Getfli...
- Open, frank, skillful communication.
- Good management skills.
- Strong communication, presentation and influence skills at all levels.
- Sensitive to business opportunities, have in-depth knowledge of the industry
and products

Homework 2:

TABLE OF CONTENTS

I. SALES MANAGER RECRUITMENT PROCESS:

1. Step 1: Identify recruitment needs

2. Step 2: Post recruitment notice
3. Step 3: Interview
4. Step 4: Recruitment
5. Step 5: Job offers and onboarding
 6. Step 6: Evaluating the recruitment process.

II. ATTRACT THE CANDIDATES FOR THIS POSITION

1. Create a professional recruitment channel to attract

candidates

2. Implement a professional recruitment process

3. Offer remuneration policies
4. Attract candidates with company culture
5. Coordinate with universities to find young, talented
candidate

III. POSTER

I. SALES MANAGER RECRUITMENT PROCESS:

1. Step 1: Identify recruitment needs.
- Need to make a recruitment plan when there is a need and give it to the
director for approval for implementation.
- Demand: recruiting Sales Manager, this is a missing position that needs
to be supplemented by the business.
- Quantity: 2
- Recruitment period: 2 months from the date of posting the notice.
2. Step 2: Post recruitment notice
- Enterprises will compose a recruitment notice stating the position to be
filled, specific job description, job requirements and necessary
information for candidates to contact.
+ Position needed: Sales Manager
+ Job Description
+ Job requirements: Expertise - knowledge, skills, personal qualities,
degrees – certificates and experience.
- Nowadays, posting announcements is quite easy and fast with the strong
development of IT and social networks. Except for the official website of
the organization, we can post job vacancies on some reputable websites
such as TopCV, timviecnhanh.com or vietnamwork.com.Alongside
Facebook, LinkedIn or TikTok, this is a website with many users, easy to
access.
3. Step 3: Interview
- Recruitment department needs will gather and select candidates with
information close to the requirements of the vacancy to invite to
interview.
- The interview generally happens directly but could be conducted by
video conference if the candidate is not local to the office.
-You should use the information from these interviews to select a final
candidate. Verifying information is important to be sure there has been no
miscommunication about the candidate's experience or educational
history.
4. Step 4: Recruitment
-The company decides to work with the selected candidate for no more
than 2 months. At the end of the probationary process, the candidate is
evaluated by the director as suitable for this position or not.
5. Step 5: Job offers and onboarding.
- You should provide an offer letter that includes the start date,
compensation, working hours and performance expectations.
-If the candidate accepts the offer, you should offer comprehensive
onboarding to welcome your new employee. Onboarding helps your new
hire learn about the company's culture, how to prepare for work and what
to expect on their first day.
6. Step 6: Evaluating the recruitment process.
The final stage of the recruitment process is to analyze the effectiveness
of your recruiting methods. By closely examining the process, you can
determine your satisfaction with the candidates that you recruited and
find out the ways that the recruiting process could be improved in the
future.

NOTE: The recruitment needs to be done in a fair and transparent way to

avoid causing misunderstandings and disagreements between candidates
and conflicts within the company, leaving out potential and capable
candidates have work experience.

II. ATTRACT THE CANDIDATES FOR THIS POSITION

1. Create a professional recruitment channel to attract candidates

The recruitment channel is considered a "connection" between candidates
and employers.Therefore, to attract candidates in general and good
candidates in particular, we need to build a professional recruitment
channel.
First of all, it is advisable to choose a reputable job search site to post job
ads, because most of the good and experienced employees look up for
jobs on these websites.
Furthermore, the content of the job posting needs to be professional,
clear, clearly stating the position, number, job requirements, salary,
benefits as well as contact information for candidates to easily grasp.
Additionally, it requires good corporate logos too.
Moreover, updating information, images, and the company website on job
recruitment pages to enhance credibility, build a professional image as
well as help candidates easily find information and better prepare for the
interview is prudent.
Finally, it is necessary to invest in creating a professional website by
regularly updating recruitment news, company events, because most of
the candidates after looking up the job information and feeling "
interested” ” visit the official website of the business to learn more.

2. Implement a professional recruitment process

After constructing a "sympathy" with the candidates in the online
recruitment round, the recruiter demands to continue building the
company's image by applying an impressive and objective recruitment
process. Contact by calling to invite candidates to attend the interview
and send an email to confirm that we have received the interview
professionally, start the interview on time. The HR specialist will dress
up and keep the same politeness and openess to similar exchanges with
the candidate…. Although the jobs are simple, it will help the image of
the recruiter and the enterprise become more "beautiful" in the eyes of
quality employees, the high rate that they receive an invitation to
contribute their energy to our company.

3. Offer remuneration policies

Besides that building good impressions by a professional recruitment
process, recruiters also need to offer good remuneration and welfare
policies to attract good candidates to "make a contribution". Competitive
salaries should be offered in line with industry trends in the market as
well as candidates’ aspirations and capabilities.
In addition to salary, welfare policy is crucial to candidates. As a result,
showing the advantages and strengths of your company's policies to
attract good employees is a good way. For example: Although the salary
is not the highest but our company has responsibility support, high bonus,
a policy of periodic salary increases, health care, insurance .... Explaining
clearly so that the candidate can see the advantages among the many
"incentives" that they decide to "join" our company.

4. Attract candidates with company culture

Open friendly company culture is also what good candidates are always
looking for. Therefore, after discussing salary, bonus and remuneration
policy, the recruiter should also introduce to the candidate the company's
work culture. If possible, taking the candidate to "visit" some
departments, introducing some persons is necessary so that they can see
the professionalism, friendliness and increase the desire to stick.

5. Coordinate with universities to find young, talented candidates

In addition to sourcing the talented and experienced candidates from
reputable recruitment sites, businesses should also expand their search for
young and talented candidates at universities and colleges. Enterprises
can organize to provide agencies scholarships for excellent students, hold
contests for trainees and search for talented candidates administrators, at
schools to promote young talents and bring them to our company.

III. POSTER
IV. INTERVIEW PROCESS

1. Step 1: Introduce the interviewer and the sequence of the

interview.
Hello, my name is Ngoc Anh, I am from the Human Resources
department and I will be conducting your interview today. Are you
applying for the position of Sales Manager?  Let’s discuss something
about this job.
2. Step 2: The interviewer introduced the business and explains
the job duties.
Mainfreight is a global supplier of transport and logistics solutions. We
have offices in more than 63 countries all over the world and an
international network of partners and agents, which makes us a truly
global player offering services worldwideThe organization is divided
into three divisions: Transport, Air & Ocean, Warehousing.
Mainfreight offers alternative routings and flexible schedules to suit
even the most demanding logistical requirements to and from.
You will working at Sale manager position.The jobs you will undertake
are:
- To maintain and develop more lanes/business with existing
customers, assigned customer from company.
- To complete the committed budget by developing business with the
identified targets.
- To maintain CRM accurate constantly: customer
informationpipeline, activity
- Weekly reporting to GM Sales under agreed template. To protect
the company's benefit by strictly complying all policiesregulations.
- To cooperate with other related departments/ divisions during
performing the assigned job.
- To study the market inclusive, but not limit of competitors,
carriersmanufacturers to be updated market trends, fluctuationchanges.
- To obtain sales leads and coordinate with overseas agents to gain
new business.
- To complete the assigned job when required. To report to direct
manager or higher levels when required.
Working time of this position is 8 hours a day, every month you will
have 4 days off of your choice.
3. Step 3: The interviewer asks questions to clarify the
information in the candidate's resume.
- Tell me a little bit about yourself?
- What jobs have you had?
- Why did you choose this job?
4. Step 4: The main part of the interview consists of the
interviewer asking question(behavioral and situational) to assess the
candidate's ability and suitability.
Example question:
- I see you used to work as a store manager in German for 2 years,
and 1 year as aSales Manager at Vinafreight transport company, I want
to ask why did you chose tostop those jobs?
- Assuming your shipment has just been exported and is faulty, how
will you handle it as the sales manager?
- With management experience in the logistics industry, what do you
think needs to be done to achieve more efficient delivery?
- When problems arise in the process of monitoring the ordering and
shipping of goods, how will you solve them?
 - What difficulties do you face in the sales management process?
How did you solve that problem?
- How much salary do you want?
And if the candidate asks about salary:
With the position of sales manager, you will receive a salary of 15
million or more, plus allowances and commissions based on sales per
month.
5. Step 5: Candidates ask questions.
6. Step 6: At the end of the interview, the interviewer summarizes
the information and informs the candidate of the next step.
This is all about the interview. We will report the results of the
interview via email next week, please remember to check your email.
Thank you for coming to the interview today

7. Step 7: The interviewer takes the candidate on a business tour

(if appropriate).
V. THE TEST FOR SALES MANAGER
Example for interview question:
1, Tell me about yourself.
2, Why do you want to apply for this position in our company?
3, What do you think a good manager should have?
4, What would you say about the company to someone who doesn't
know us?
5, What do you do when a partner rejects you?
6, What was your biggest achievement at your previous companies?
7, Why should we choose you?
8, What do you expect to receive most when performing in our
company?
The importance of the HR interview test in recruitment
The use of testing in the recruitment process in companies today is
becoming more and more popular. Because so far, recruitment is often
based on one or several interviews to get an accurate and complete
picture of a person. It can be seen that a short talk is really too little, not
to mention first impressions may not be completely accurate.
The assessment through the interview will easily make mistakes such as:
Risk for the candidate to go to the interview when on the right day of the
interview, the candidate will have problems such as illness, personal
problems. In addition, the interview results are often subjective on the
part of the interviewer. When evaluating candidates only through a short
conversation, they do not fully assess the quality and qualifications of
the candidate, leading to one-sided judgments.
 Therefore, the trend of using recruitment tests is increasing. Because test
results are more objective. Test results have an accuracy ranging from
20% to 70%, depending on the type of test and the quality of the tests.
Using the recruitment test also helps business limit the rate of false
recruitment as well as have effective internal training plans in the future.
1, Test for ability to solve problems
https://docs.google.com/forms/d/
1JQu5VjitQD2hxYy4Qn4hOyvx1b_Mk6bwCqHcrgYZeYQ/edit

Homework 3:

A. TABLE OF CONTENTS

I. Identify financial compensation to motivate this position

II. Identify non-financial compensation to motivate this
position
III. Motivation through work and the working environment for
this position

B.

I. Identify financial compensation to motivate this position.

• Salary:
- wage by job title
- responsible allowances
- working condition allowance
- language allowance
- concurrently allowance
- annual salary appraisal
• Performance:
- Attendance bonus
- Technical allowance
- 13th month salary
- 14th month salary
- Efficiency bonus
- productivity bonus
- Excellent workers bonus
- Multi-skill allowance
• In-kind benefit:
- Remain salary when come back after resignation
- House constructed for poor workers
- Newborn gifts
- Married gifts
- Transporting for pregnant when going to see the doctor
- 24/7 insurance
- Meals
- Telephone allowance
- Travel
- Scholarship for workers children
- Health care for all workers
- Lucky money
- Family day
- Birthday gifts
- Freedom

II. Identify non-financial compensation to motivate this

position.

- Flexible working
- Summer hours
- Birthday off
- Free meals and snacks
- Financial wellbeing support
- Employee discount scheme
- Subsidized gym membership
- Attraction allowance
- Child-care allowance
- Buddy, mentor-mentee bonus
- Rotating job allowance
- Seniority allowance
- Trainer allowance
- Housing
- Transportation
- In-kind allowance for working conditions
- Night shift allowance
- Royalty bonus (every 5,10,15 yrs)
- Referral bonus
- Fire fighting team allowance
- Skill allowance for new workers

III. Motivation through work and the working environment for

this position

 Motivation through work

 1. Find out what people want
Easily motivate employees by finding out what they want. Every
employee has a different motivation as to why they work. But we all
work because we get something we need from work. What we need that
we get from work affects our morale and motivation. Finding out what
employees want will help shape your next step when it comes to building
motivation in the workplace.
2. Set clear and regular goals
Setting clear and regular goals is one of the most effective ways to
motivate employees. You have big goals that you want to achieve as a
company, but it's the smaller goals that are the key to motivation. All
goals should add to the overall goal, but breaking this goal down into
achievable chunks feels less overwhelming. If the employee regularly
achieves the goal, the feeling of satisfaction will increase and will serve
as a great motivator to keep working on the next goals.
3. Create a friendly working environment
One of the factors to motivate employees is to create an open, friendly
working environment that stimulates the eyes and creativity.
No one wants to sit in a gloomy office and desperately wait for an hour to
go home every day. If the workplace creates a friendly culture, with areas
for rest and play, employees will be eager to come to work. The saying
“work hard, play hard” is important here. When motivation and mood go
hand in hand, a bad mood can affect your ability to focus and will reduce
feelings of energy in the workplace.
4. Give your team autonomy
Time is precious. So when we lose control of our time and energy,
motivation levels can rise. Allowing some element of freedom in the
workplace, whether it's flexible working hours or unlimited time off,
shows leadership trust in employees. This is invigorating, as the
satisfaction of a job well done comes with a feeling that they are in
control and on their terms.
 Force information via the working field
An ideal working environment motivates employees to give their best
efforts, create as much value as possible, and contribute to the overall
success of the business. So how to build a professional and ideal working
environment so that employees can live fully full of positive energy, for
the highest working efficiency in 8 hours a day at the company? Let's find
out together.
1. Communicate with employees more often and effectively
Communication is the way you share thoughts, and exchange information
with each other to increase mutual understanding and improve the
relationship between the two parties. Through the exchange of thoughts,
your employees completely trust their superiors, feel more respected than
them, and thereby, create a comfortable working environment. Let
employees know that you are always there to listen to their problems and
become their trusted partner.
You can do this through polls, periodic employee surveys, and
anonymous recommendations. Employees are the ones who directly
experience your corporate culture every day and know what to change to
improve it. Therefore, listening and understanding them is one of the
most effective ways to pave the way for your efforts to improve the work
environment.
2. Build trust with employees
What leaders say and do has a direct impact on employee engagement
and engagement in business activities. Therefore, the trust that superiors
build in employees will have a very significant influence on the results
and performance of the business.
As a leader, you have to prove to your employees that what you say goes
hand in hand with your actions, you are the one who “does say and does”.
Employees never put their trust in a boss who often breaks promises,
even the smallest things.
3. Create opportunities for promotion and personal development
training
An ideal working environment is indispensable for employee training and
development activities. When you appreciate and want to help them grow
and advance in their careers, you will also have a much more qualified
workforce. A survey by Bridge has shown that an inquisitive culture in an
organization is the top driver of employee enthusiasm and loyalty.
There are 2 types of skills that you need to continuously train employees
as hard skills - technical skills and soft skills. This brings great benefits to
both businesses and employees, namely helping businesses quickly adapt
to the rapid changes of the times and employees also develop themselves,
increasing promotion opportunities. progress at work. In addition,
implementing training and development for employees also limits the rate
of employee turnover in the enterprise.