1.

Introduction
- The purpose of the study is to assess the effectiveness of the Human Resources
Management (HRM) section at Traphaco, one of Vietnam's biggest pharmaceutical
firms.
2. Identify at least two improvements that your company could make to its
HRM practices to improve the firm’s long-term performance.
- Human resource management (HRM) is the method of recruiting staff members,
offering them with adequate instruction and reimbursement creating policies for
them, and devising methods for retaining them (University of Minnesota ,2016).
- Based on Mrs Hue (2024), Traphaco believed that two advancements to its HRM
practice could be made to enhance the company's long-term effectiveness: training
and recruitment.
- Every business has an individual training strategy to meet the needs of its staff
members. Training is an important component in employee motivation and helps
the organization achieve greater efficiency (University of Minnesota, 2016).
Traphaco JSC has the potential to improve its long-term profitability through
strategic Human Resource Management (HRM) practices in the volatile
pharmaceutical sector. Implementing a robust employee development and training
program is one key improvement. Traphaco can ensure a skilled, adaptable, and
inspired workforce by investing in continuous training initiatives, leadership
development, cross-functional training, and employee wellness programs. This not
only aligns with industry demands, but it also promotes innovation, increased
employee satisfaction, and long-term compliance. Finally, prioritizing employee
development positions Traphaco JSC for long-term success in the ever-changing
pharmaceutical industry (Ms. Hue, 2024)
- First, according to the University of Minnesota (2016), one of the primary
functions of human resource management is staffing. Human resources work
encompasses every step of the hiring process, from job posting to negotiating
compensation packages, and the four primary phases in the human resources
department include creating human resource plans, developing incentive laws, and
developing salary packages. Workplace diversity, hiring, and choosing. HR
managers at Traphaco believe that the selection process is the best way to change
the company for the better (Ms. Hue, 2024).
- In conclusion, Traphaco chooses to establish a hiring and instruction process in all
human resource management activities because it corresponds to the nature of
business activities. These two changes will boost the business's long-term success.
3. Explain in detail how those practical improvements should translate into
improved firm performance. Be very clear here.
- According to Itika (2011), the first stage of the hiring and selection procedure is
organizational analysis, which includes assessing the whole organization,
including its goals, available resources, effectiveness, and internal environment.
Following that, the second step, job analysis, focuses on assessing and
consolidating the duties associated with a specific job. Individual analysis is the
last and most important step, in which knowledge, skills, and competencies are
evaluated in relation to job objectives and potential for development.
- Itika (2011) emphasizes that conducting performance evaluations for individuals
performing the job is imperative. Furthermore, beyond the standard detailed
interview process, Itika highlights that considering the interview format
systematically contributes to enhancing the quality of appointments. However,
Itika acknowledges inherent issues and limitations in the traditional approach,
suggesting the necessity of adopting a new strategy for further improvement in
selection quality.
- Traphaco is a manufacturer of medicines, so when it concerns hiring, the firm will
focus on the the applicant's competent skills and previous experience (Ms. Hue,
2024). The interview will be conducted in accordance with the firm's manner,
using the personal requirements form and the position description form to ask
specific inquiries about the candidate's desires and knowledge. Furthermore, one
aspect of the Traphaco hiring procedure that has been improved and can help the
firm improve its efficiency is the practical ability test.
- In the pharmaceutical sector, the absence of excellent employees is prevalent; sales
staff frequently have little to no knowledge of the product. Traphaco is now
accepting applications for a number of pharmacy sales positions. Traphaco will
only hire workers with expertise but also some sales experience in order to create
advantages over time. As a result, during the hiring procedure, an additional skills
evaluation will be conducted to assess the candidate's professional abilities, which
can assist businesses in reducing numerous additional expenses (Ms. Hue, 2024).
- When a customer makes an order or encounters an issue with an item, our trained
employees can offer comprehensive advice tailored to their particular requirements
and purpose. Workers can also collect data and resolve client issues with items
more flexibly than in the past, without having to notify various people. Minor
mistakes can be dealt with quickly by staff, saving time as well as money. Serious
mistakes will be swiftly rectified when every employee have high level of
expertise (Ms. Hue, 2024).
- As the company's hiring procedures have shifted, it is critical to reinforce the
training procedure in order to restore equilibrium. Training can take many forms,
according to the University of Minnesota (2016), including technical education,
excellent instruction, and skills instruction. Soft skills instruction can take many
forms, including group instruction and soft-skills instruction in order to provide
staff with full growth.
- Although the applicant's level of knowledge and expertise may be similar, every
worker will have a unique work style. To help employees connect and create
equilibrium in the workplace, the firm will offer additional collaboration
instruction to connect staff and help individuals understand more about their
patients (Ms. Hue, 2024).
4. Explain what practical improvements you considered but do not think would
lead to as much improved long-term performance for the firm compared to
the improvements you recommend. Explain why.
- Retention is one of the real-world enhancements that are thought to enhance the
sustainability of a business. According to the University of Minnesota (2016),
retention entails keeping workers while encouraging them to stay with the
company. However, Ms. Hue (2024) stated that the current hiring marketplace is
quite big, and workers frequently leave their jobs in the middle because they are
bored. According to Quynh Nhu (2022), Gen Z absorbs knowledge quickly but
lacks the fortitude to stay with companies. Ms. Hue (2024) stated that when
students finish college, they will have expertise and abilities in their field, but
when they enter the labor market, they will have little experience and expertise.
- Preserving practicality in an organization is essential but establishing and carrying
out the rule prematurely will have no impact on the business in the long run. The
explanation for this is that there is no real ensure that workers will unexpectedly
quit without getting any benefit to the business while they continue to receive soft
and hard training for their skills. The policy of retention will be utilized only when
the worker has been identified as being active and dedicated to the company for a
particular amount of time. When compared to enhancing Selection and Training,
Retention is simply a worker profit provided by the business.
- Selection and training are two different advantages that employees get; however,
in order to receive these advantages, employees must trade their own attempts and
commitment. Employees will be motivated and developed as a result of this
process, and the training will be beneficial for them. Each individual's perfection
will be beneficial to the business's growth.
 5. What does the company most need to worry about (in terms of HRM) in the
near future?
- In a few years, the firm must be concerned about its incentive policies. According
to Mejia, Balkin, and Cardy (2012), this is referred to as the Performance pay
structure, additionally referred to as a motivation, and it benefits staff efficiency
based on three presumptions. To begin, the sum that every person and organization
brings to the firm varies according to what they're doing and how much they
accomplish it. Second, each worker has an important effect on the general success
of the business. Finally, to draw in, keep, and inspire those who excel while also
creating fairness for every worker, reward employees according to their overall
performance.
- The majority of staff think that people who work harder and are more imaginative
will be given adequate wages. Workers have a greater probability to be dissatisfied
with their jobs, put in fewer hours, and seek other opportunities if they believe
their pay is not based on achievement (Mejia and Balkin and Cardy, 2012). The
procedure of hiring highly qualified workers at Traphaco has numerous advantages
for growth. However, because the nature of these workers’ work is so comparable,
developing an adequate wage policy is challenging.
- The large population size - over 100 million people - and the rapid aging process
are two of the foundations for the development potential of Vietnam's
pharmaceutical market. The demand for care, treatment with drugs and
pharmaceuticals, and pharmaceutical products is increasing, and pharmaceutical
spending is on an upward trend (Vietnam Report, 2023).
- Traphaco could be facing staffing cuts in the coming years, so firms must calculate
wage policies if they intend to keep prospective workers and guarantee the
company's growth. Traphaco must devise an appropriate salary plan in order to
avoid unwarranted hazards such as staff turnover, which can have a negative
impact on the company's financial results.
6. References
- University of Minnesota (2016) Human Resource Management. University of
Minnesota Libraries Publishing edition, 2016. Available at:
https://open.lib.umn.edu/humanresourcemanagement/

- Vietnam Report (2023) Triển vọng Ngành Dược Trong NĂM 2024 VÀ Những Năm Tiếp
Theo, Giải pháp phòng sạch tổng thể. Available at: https://akme.com.vn/trien-vong-
nganh-duoc-trong-nam-2024-va-nhung-nam-tiep-theo.html (Accessed: 12 January 2024).
- Itika, J.S. (2011) Fundamentals of Human Resource Management: Emerging
experience from Africa, African Studies Centre
- Mejia, L.R.G.; Balkin, D.B.; Cardy, R.L. (2012) Managing Human Resources 7th
ed; Pearson
- Quỳnh Như (2022) Các Sếp Nhân SỰ Giải MÃ có hay không chuyện gen Z cả thèm
Chóng Chán và Hay nhảy việc?, CafeBiz. Available at: https://cafebiz.vn/cac-sep-nhan-
su-giai-ma-co-hay-khong-chuyen-gen-z-ca-them-chong-chan-va-hay-nhay-viec-
20220627182253.chn

7. Appendix
- Nguyen Thi Vinh Hue – Head of Traphaco Personnel Organization Department
- Contact: https://www.linkedin.com/in/thi-vinh-hue-nguyen-232290162/
- She is not willing to answer all the questions.
Name : Nguyen Tuan Hung
Student number: 10220233
WS 01
 HRM
Traphaco Joint Stock Company
 Table of contents

Function has the

1 Functions of HRM 2 greatest impact

My company’s unique
3 HRM policies
 1. Functions of HRM
Help companies to find and
Recruitment
and selection recruit the best employees

help companies to train and Training and

develop their employees development

Performance help companies to measure and

management manage employee performance

help companies to develop and

implement compensation and benefits Compensation
programs that are competitive and and benefit
attractive to employees

Employee help to create a positive work

engagement environment and promote employee
engagement
2. Function has the greatest impact

Recruitment and
selection

Compensation and benefit

3. My company’s HRM policies
Ensure benefit for workers: salaries and bonuses for
employees were paid in full and on time.

Develop and preserve talent: Traphaco has always

considered welfare measures for workers is an essential part
of the strategy to preserve, develop talents, increase
competitiveness
 Presentation notes
- There are 5 functions of HRM: Recruitment and selection, Training and
development, Performance management, Compensation and benefit,
Employee engagement.
- Recruitment and selection, Compensation and benefit has the greatest
impact.
- My firm differs in that we manage every worker fairly and provide
numerous perks so that they can joyfully contribute to the firm. The
professionals additionally educate them to become better.
Thanks for watching !
References
- Sydney, K.H.C. (2022) Human Resources Management drives profits, King HR Consultants
https://kingconsulting.com.au/human-resources-management-drives-profits/

- Traphaco Company (2017) Policies for employees, traphaco.vn.

https://traphaco.com.vn/en/news/for-employees/17/52-policies-for-employees.html

- Huselid, M. A., Becker, B. E., & Beatty, R. W. (1999). The Impact of Human Resource Management
Practices on Firm Performance: A Meta-Analysis. Personnel Psychology, 52(2), 263-296.
- Gill, C. and Meyer, D. (2011), "The role and impact of HRM policy", International Journal of
Organizational Analysis, Vol. 19 No. 1, pp. 5-28.
https://doi.org/10.1108/19348831111121286
 Human
Resource
Management
WS 02
Nguyen Tuan Hung
ID: 10220233
 Contents
01 Changes in the way businesses operate have changed
the skills and knowledge required of the workforce

02 How HRM should change to support changes in company

needs

03 The strengths and weaknesses of Traphaco's HRM to

adapt to current needs.
 01
Changes in the way
businesses operate have
changed the skills and
knowledge required of the
workforce
 Digital skill: Training employees in technology and data fundamentals enables
efficient remote work and supports a technology-driven company model.

Higher cognitive skill: Enhance employee cognitive skills for rapid issue response
and innovation.

Agrawal, S., De Smet, A., Lacroix, S. Reich, A. To emerge stronger from the Covid-19 crisis, companies should start reskilling their workforces now
 Social and emotional skill: Advanced communication skills are needed to ensure
strong co-worker relationships despite the remote working distance.

Adaptability and resilience: These skills assist employees build a sense of self-
discipline, confidence, and self-reliance so that they can use new experiences as a
source of learning.

Agrawal, S., De Smet, A., Lacroix, S. Reich, A. To emerge stronger from the Covid-19 crisis, companies should start reskilling their workforces now
 02
How HRM should change to
support changes in company
needs
HR leaders and employees can be fired and hired again or retrained and
developed.

Choose and train those who seriously practice human resource planning
and select the period of time and cycle to impartially assess employee
capacity.

Tien, N.H., Jose, R.J.S., Ullah, S.E. and Sadiq, M., 2021. Development of Human Resource
Management Activities in Vietnamese Private Companies. Turkish Journal of Computer and
Mathematics Education (TURCOMAT), 12(14), pp.4391-4401.
 HR professionals categorize positions as highly, moderately, or
unaffected to provide managers insights into organizational impact
from proposed changes.

Villanova University, 2019. Villanova University. [online] Available at: <

https://www.villanovau.com/resources/hr/organizational-change-management-in-hr/ >
03 The strengths and weaknesses of
Traphaco's HRM to adapt to current needs.
 Strength: TRAPHACO focuses on training to
improve professional qualifications

Yearly training on occupational safety and hygiene

Fire protection and prevention

GMP, ISO

Traphaco được Vinh Danh ‘doanh nghiệp Tiêu Biểu vì Người Lao động 2022’ (2022) traphaco.vn. Available at: https://traphaco.com.vn/vi/tin-
tuc/tin-tuc/1/602-traphaco-duoc-vinh-danh----doanh-nghiep-tieu-bieu-vi-nguoi-lao-dong-2022---.html
 Recruit and use labor resources appropriately

35% of workers have university and postgraduate degrees

42% of workers have intermediate or college degrees

23% of skilled employees

Lâm, V. (2020) Luôn Xác định Nguồn Nhân Lực là Nguyên Khí của Doanh Nghiệp, BÁO LAO ĐỘNG. Available at:
https://laodong.vn/cong-doan/luon-xac-dinh-nguon-nhan-luc-la-nguyen-khi-cua-doanh-nghiep-837002.ldo
Weakness:

Lack of talent rentation

Compensation and Benefits

 Presentation notes

- In the context that the economy is under the influence of the 4.0 revolution, here are a
few changes that should be in the retraining of the workforce.

- The HR partment needs to realize not only the company but also the HR department
needs to be refreshed as well:
-Leaders or employers can be fired or retrained and development.
-Seriously choose and train the right person, annually evaluate employees.
-The positions that are affected by the change need to be listed. This overall process is
summarize to help managers better understand about how changes will impact the
organization’s structure.
Thanks for listening !
 Human
Resource
Management
WS 03
Nguyen Tuan Hung
ID: 10220233
 Contents

01 How the different parts of the hiring process can lead to

greater firm profitability.

The strengths and weaknesses of my company’s hiring

02 process considering the strength of the labor market.
 01
How the different parts of the
hiring process can lead to greater
firm profitability.
 Hiring process

Assessing Personnel Needs

Schooley, S. (2023) Best practices to improve your hiring and recruitment process, Business News
Daily. Available at: https://www.businessnewsdaily.com/7155-startup-hiring-tips.html.

Roberts, Gary, Gary Seldon, and Carlotta Roberts. Human Resources Management. Small Business
Administration, n.d.
 Recruitment

Screening process

Hackman J. R. and Greg R. Oldham, “Motivation through the Design of Work: Test of a Theory,” Organizational Behavior and Human Performance 16, no. 2 (August 1976): 250–79.

Factorial HR (2023) Recruitment and selection (hidden costs): Factorial Blog, Factorial. Available at: https://factorialhr.com/blog/recruitment-and-selection/#recruitment-process-talent-
acquisition-selection
 Roberts, Gary, Gary Seldon, and Carlotta Roberts. Human Resources Management. Small Business Administration, n.d.

Selection process

Orientation
 02
The strengths and weaknesses of my
company’s hiring process considering the
strength of the labor market.
The pharmaceutical industry is always in a state of "thirst" for
human resources.

TQU Media (2022) Vì Sao ngành Dược Luôn Trong Tình Trạng ‘Khát’ nhân lực?, Trường Đại học Tân Trào. Available at:
https://daihoctantrao.edu.vn/thong-tin-tuyen-sinh-khoa-y-duoc/vi-sao-nganh-duoc-luon-trong-tinh-trang-khat-nhan-luc-2969.html
 Human Resources

35% of workers have university and postgraduate degrees

42% of workers have intermediate or college degrees

23% of skilled employees

Labor shortage

Lâm, V. (2020) Luôn Xác định Nguồn Nhân Lực là Nguyên Khí của Doanh Nghiệp, BÁO LAO ĐỘNG. Available at:
https://laodong.vn/cong-doan/luon-xac-dinh-nguon-nhan-luc-la-nguyen-khi-cua-doanh-nghiep-837002.ldo
Advantage: Good remuneration for employees
Income and welfare benefits at Traphaco increase by 5%
annually.

Even in 2020,during Covid 19, the company still ensures that the
average 2020 income of employees increases by 20% over the
same period.

Ensuring rights for female workers, vacation benefits, and giving

gifts to officials who are children of war invalids and martyrs.

Thinh, T. (2022) Traphaco: 50 Năm Cùng SỨ Mệnh Tạo Nên môi Trường làm việc Hạnh Phúc, Báo điện tử Dân Trí. Available at:
https://dantri.com.vn/kinh-doanh/traphaco-50-nam-cung-su-menh-tao-nen-moi-truong-lam-viec-hanh-phuc-
20221208154139788.htm
- Pharmaceutical Industry Demand: Presentation notes

+ Constant need for human resources due to increasing emphasis on healthcare.

+ Growing willingness to pay for quality health services.
- Vietnam's Aging Population:
+ Officially entered aging phase in 2011, projected to reach 26% elderly by 2050.
+ Rapid aging leads to a continuous rise in healthcare demand.
- Human Resource Challenges:
+ Despite increased graduates, pharmaceutical industry faces severe labor shortage.
+ Strong consumer demand exacerbates the scarcity.
- Traphaco's Employee Focus:
+ Restructuring prioritizes a better working environment.
+ 5% annual increase in income and welfare benefits.
+ 20% increase in average employee income in 2020.
+ Continuous enhancements in employee treatment, including special care and support.
Thanks for listening !
https://www.youtube.com/watch?v=aeuY5bUzCp0
Human
Resource
Manageme
nt
Nguyen Tuan Hung - 10220233

WS 04
Contents

Factors that help the company improve

01 over time

Strengths and weaknesses of my company's

02 HR decision-making process
01
Factors that
help the
company
improve over
time
Decision-making
process
● A process of making a choice from a number
of alternatives to achieve a desired result

Eisenfuhr, F. (2011). Decision making. New York, NY: Springer.

 There are 7 steps in this
process:
Identify the choice Collect information Identify for alternatives
01 + Determine the decision 02 + Search and collect 03 + Select carefully
information
+ Identify the problem

Weigh the evidence Choose among various Take action

+ Evaluate the advantages
04 and disadvantages
05 + Choose the solution that brings 06 + Take the time to learn
operational skills
optimal benefits to the company
+ Rank the option

Review your decision

+ Planning
07 + evaluate whether the problem
was solved

Dartmouth, U. of M. (2023) Decision-making process, UMass Dartmouth. Available at: https://www.umassd.edu/fycm/decision-making/process/

 Factors
Extern
Internal
al
● Company’s strategic plan. ● Workforce Demographics.
● Company growth rate. ● Technological Advancements.
● Corporate culture. ● Economic Conditions.
● The increase or decrease in the ● Government Regulations.
● company's profit.

IB Business Management HL (2021) Internal and external factors that influence human resource (HR) planning (AO3), Internal
and external factors that influence human resource (HR) planning (AO3) - IB Business Management HL. Available at:
https://guide.fariaedu.com/business-management-hl/unit-2-human-resource-management/functions-and-evolution-of-human-
resource-management/internal-and-external-factors-that-influence-human-resource-hr-planning-ao3
Friedman, E. (2019) 4 external factors that affect human resource management, Blog.SHRM.org.
Available at: https://blog.shrm.org/blog/4-external-factors-that-affect-human-resource-
management
 The most important factor:

Internal External
Company’s strategic plan Economic conditions

- Defines the company's vision, mission, and - Growth phase brings recruitment challenges
goals. for HR.

- Downturns may necessitate downsizing,

- Outlines actions to be taken over the next emphasizing HR's role in efficient operations,
three to five years for goal achievement. respectful layoffs, and employee well-being.

Martins, J. (2022) Strategic planning: 5 planning steps, process guide , Asana. Available at: Senturk, B. (2022) The 6 external factors most affecting HRM, IIENSTITU. Available at:
https://asana.com/resources/strategic-planning https://www.iienstitu.com/en/blog/the-6-external-factors-most-affecting-hrm
 02
The strengths and
weakness of my company’s
HR decision-making
process
 Strength:
Market changes factor

● Goal is to meet client demands for

customer loyalty.

● Creates satisfied, returning buyers by

aligning products with customer
desires and meeting their needs.

Expected impact: Retain talent, as well as

consumers.

Woodruff, J. (2019) The advantages of marketing orientation, Small Business - Chron.com. Available at: https://smallbusiness.chron.com/advantages-marketing-orientation-20975.html
 Weakness:
-Lack of highly qualified human resources
-Recruit highly qualified human resources
● 35% of workers have university and postgraduate
degrees

● 42% of workers have intermediate or college degrees

● 23% of skilled employees

Expected impact: If Traphaco fails to discover remedies to this

issue, the quality of its staff may deteriorate over the years.
- Lâm, V. (2020) Luôn Xác định Nguồn Nhân Lực là Nguyên Khí của Doanh Nghiệp, BÁO LAO ĐỘNG. Available at: https://laodong.vn/cong-doan/luon-xac-dinh-nguon-nhan-luc-la-nguyen-khi-
cua-doanh-nghiep-837002.ldo
- TQU Media (2022) Vì Sao ngành Dược Luôn Trong Tình Trạng ‘Khát’ nhân lực?, Trường Đại học Tân Trào. Available at: https://daihoctantrao.edu.vn/thong-tin-tuyen-sinh-khoa-y-duoc/vi-sao-nganh-duoc-luon-
trong-tinh-trang-khat-nhan-luc-2969.html
 What university students should focus on
developing while they are at university.

01 02
Communicating
Soft skills
skills

03 04
Time management Team working

Ms. Hue, Traphaco’s HR manager

-Contact Ms. Hue for more information
-Email: info@traphacocnc.com
-Linkedin: https://www.linkedin.com/in/thi-vinh-hue-
nguyen-232290162/
 Presentation notes

1. Introduction:
-Decision-making process aids in solving challenges.
-Step-by-step strategy for well-informed decisions.
2. Seven Steps in Decision Making:
a. Identify the choice: Clearly define the decision.
b. Gather information: Collect relevant information internally and externally.
c. Identify alternatives: List all possible and desirable alternatives.
d. Weigh the evidence: Evaluate alternatives based on emotions and information.
e. Choose among alternatives: Select the best alternative or a combination.
f. Take action: Implement the chosen alternative.
g. Review your decision: Evaluate results and repeat steps if needed.
 Presentation notes
3. Factors Influencing Decision-Making:
- Company’s Strategic Plans:
+ Defines the company's direction for the next 3-5 years.
+ Includes vision, mission, goals, and actions.
- Economic Conditions:
+ Influences HR practices during growth or downturns.
+ HR's role in recruitment, downsizing, and employee well-being.
4. Strengths and Weaknesses:
a) Strengths:
Market orientation builds customer loyalty.
HR decisions can increase market share during crises.
Internal factors: Company’s strategic plan, growth rate, culture, profit.
External factors: Workforce demographics, technological advancements, economic conditions, government
regulations.
b) Weaknesses:
Unique challenges in the pharmaceutical industry.
Shortage of qualified human resources in Traphaco Company.
5. Recommendations:
Students should practice soft skills, communication, time management, and teamwork according to Mrs. Hue.
Thanks for
watching !