Hi, everyone

Human Resourse Management

Lecture: DANG THANH THUY, MBA
Group 3
 Group members

01 02 03

PHAM DUY KHANG TRAN THAO QUYEN LE THAI THIEN HUONG

04 05 06

NGUYEN THI MAI TIEN TRAN XUAN ANH NGUYEN CHIEN THANG
 Table of contents

 Explain what recruitment is and then contrast 2 main sources of recruiting

 Recruitment in China
 Recruitment in Singapore
 Recruitment in Vietnam
 Recruitment in South Korea

 Solve case
 PHAM
DUY
KHANG

Explain what recruitment is and then contrast 2 main sources of recruiting

 WHAT IS RECRUITMENT?
 In human resource management, “recruitment” is the process of finding and hiring the
best and most qualified candidate for a job opening, in a timely and cost-effective
manner

 Sources of Recruitment of Employees: Internal and External Sources

 Internal Sources

Present
Transfers Promotions Employees
 Advantages of Internal Sources

Improves morale No Erro in Selection Promotes Loyalty

No Hasty Decision Economy in Training Cost Self-Development

 Disadvantages of Internal Sources

 It discourages capable persons from outside to join the concern.

 It is possible that the requisite number of persons possessing

qualifications for the vacant posts may not be available in the
organisation.

 For posts requiring innovations and creative thinking, this method of

recruitment cannot be followed.

 If only seniority is the criterion for promotion, then the person filling
the vacant post may not be really capable.
 External Sources

Employment Exchanges Schools, Colleges and

Universities
Recommendation of
Advertisement
Existing Employees
 Merits of Internal Sources

Availability of
Suitable Persons Brings new ideas Economical
 Demerits of External Sources

1 3
Demoralisation Expensive

2 4
Lack of Co-Operation Problem of Maladjustment
 Suitability of External Sources of Recruitment
 The required qualities such as will, skill, talent, knowledge etc., are available from external
sources.
 It can help in bringing new ideas, better techniques and improved methods to the organisation.
 The selection of candidates will be without preconceived notions or reservations.
 The cost of employees will be minimum because candidates selected in this method will be
placed in the minimum pay scale.
 The entry of new persons with varied experience and talent will help in human resource mix.
 The existing employees will also broaden their personality.
 The entry of qualitative persons from outside will be in the long-run interest of the
organisation.
 tran thao
quyen
Explain about how to recruit in China
 What to consider when
recruitment in China?
1. Can be extremely difficult for foreign companies
especially with the language barriers and cultural
differences.
2. The majority of Chinese companies mainly recruit
through personal networks and social network sites.
3. Recruiting through professional recruiting platforms or
utilizing a professional employment organization (PEO).
    Recruitingvia
Professional Recruiting
Platforms
 The two main keys
 The ideal candidate to complete tasks
efficiently and achieve your goals for
the position.
 The market for that same position
 Recruitment Situation

Most Chinese
recruiting companies Which networks to With more than 700
post job use when recruiting million active internet
advertisements on talent in China? users.
social network sites
hence naturally.
The Six Main Recruiting Platforms in China

WeChat LinkeIn Chitu

51job Zhaopin Linepin

 Adventages and Disadventages

Adventages Disadventages

 A great tool for exchanging  It is essential to

information and finding communicate in Chinese at
candidates or people some point with local
currently seeking candidates.
employment.
 Recruiting via a
Professional Employment
Organization (PEO)
The second most popular
PEO
Headhunting services,working
method among foreign
and resident permit application
companies is utilizing a
services, salary sponsorship
professional recruiter.
services, tax declaration
services,...

Utilizing PEOs instead

of agencies due to the
thorough follow-up and
support PEOs offer
during the on-boarding
process.
Some of them even take care
of all the visa procedures
concerning the hired
employee(s).
Why choose INS
Global for your
recruitment?
 Adventages and Disadventages

Adventages Disadventages

 A great tool for  Must choose a reputable

exchanging information and quality headhunting
and finding candidates or company.
people currently seeking
employment.
 Companies to be able to
devote 100% of their time
and effort into their
business.
 Methods of recruiting Chinese managers

01 03 05
Recruit from
Recruiting from Identify students
existing expatriate
overseas Chinese from China
communitiesl
communities studying abroad

02 04
Recruit from
Recruit Chinese Chinese managers
graduates ranks.
 LE THAI THIEN HUONG
_____________
Explain about how to recruit in Singapore
 RECRUITMENT IN SINGAPORE

Recruitment in Singapore New personalized

employment pass

Tripartite Guidelines on
Hire foreigners and attract
Non-Discriminatory
foreign talent to Singapore
Advertisements
 Recruitment Trends in Singapore 2021
Recruiting activity in 2020. Monster
35%
Contains listings across every
market in Singapore
01 - JOB POSTING AND BIDDING
Below are few online site using
which you can search
Plan job in
to increase employees in LinkedIn 
40%
Singapore 2021. Where you can find new job postings
daily and narrow them down to your
02 - External Recruitment
interests
Recruiters, also known as
headhunters, in Singapore are Indeed Singapore
certainly a great way to hire,
Which is the local version of the global
especially for high-level
meta-aggregator with a great user interface
executives.
 Tripartite Guidelines on Non-
Discriminatory Advertisements in Singapore

Companies can hire people from the The employees cannot be

age of 17 and children from the age hired without a proper
of 13 under specific approved criteria process and need to be hired
only only on merit

The company cannot select The temporary, part-time

employees on the basis of employees and contract
gender, age, religion, caste or employees have to be treated like
physical ability full-time employees and given all
benefits
 New personalized employment pass in
Singapore
01 03 04
The Personal Employment
The pass is valid for up to The PEP does not require the
Pass (PEP) is a type of sponsorship of an employer in
3 years and is non-
work visa in Singapore Singapore.
renewable

02
The PEP pass holder can switch
between employers more easily
05
After the PEP expires, the candidate
must apply for a standard employment
pass in order to continue working in
Singapore.
 Hire foreigners and attract foreign talent to
Singapore
Foreign workers talent is
HOW TO ATTRACT FOREIGN WORKERS COME needed to supplement the
local workforce
TOSingapore
 SINGAPORE could be expanded
to other areas beyond those
driven by technology, trade and
Foreign workers are find easier to work
industry. with people with similar backgrounds.
 The government will stand
ready to step in and help our
businesses. However, foreign workers have creativity
and perspectives
 Government should change a
lower flat rate tax and
NGUYEN THI MAI TIEN

Explain about how to recruit in Vietnam

 RECRUITMENT IN VIETNAM

First step Third step

Find people who need to find a Consent of both sides after the
job hunting that matches the interview took place.
recruitment needs of the business. Notify those employed by the
business.

Second step Forth step

Sign and comply with the

Set up interviews. terms of the contract.
 RECRUITMENT IN VIETNAM

Internal Recruiting for a vacant position

Internal recruitment in a business from an existing
in the business workforce
There are two common
recruiting methods

External Recruiting new human resources

Recruiting external from outside to fill the vacant
human resources positions in the business
 What do businesses pay attention to when
recruiting new employees?
Skill and Education of new human resources
Vietnam faces a challenge for not having skilled and talent
labours with adequate education qualification, especially in
vocational and technical skills

The shortage of skilled labor will certainly negatively affect

Vietnam's competitiveness and it will become more difficult to
recruit a suitable candidate.

Currently, about 40% of foreign enterprises in Vietnam have a

problem of recruiting skilled workers.
 Key things to consider when hiring employees in Vietnam

First Second

Check for the comentency Presecreen the job

of the employee. candidates
Fifth

Third Forth Fifth

Checking background Hear the candidate
Ask approriate questions and references
 TRAN
XUAN
ANH

● Recruitment in South Korea

 General overview of the South Korean
economy and recruitment
1
3

Globalization Partners South Korea, Asia's

offers can recruit and third-largest economy
hire employees on
your behalf

South Korea hiring outsourcing services 2

4
Is an extremely
you can focus on attractive place for
growing your domestic and foreign
business. job seekers who want
to be recruited.
 Recruiting in South Korea
 In 2019,new legislation that prohibits companies with more than 30
workers from asking job applicants questions about their:

Place of origin Marital status

Family members

Property ownership situation Appearance, including height and weight

 For staffing
Prohibit In the past today

candidates
candidates from
from wealthy
wealthy Should use a blind
Combat
Combat nepotism
nepotism
and
and well-connected
well-connected recruitment process
and
and questions
questions about
about
families
families or
or who
who camecame from
from and carefully avoid
family
family background
background
elite
elite university
university lineages
lineages discriminatory
typically
typically had
had aa leg
leg up
up on
on practices. If do, will
other
other candidates.
candidates. face penalties up to
5 million won
 Where to Find Employees ?

participating in recruit online using

on
campus recruiting websites
relationships events
Family
Family
•• often
often occur
occur twice
twice aa year
year at
at • Looking for entry-level
members,
members,
the
the top
top universities
universities candidates
relatives,
relatives,
•• hire
hire young
young people
people • Hire a senior position =>
friends, and
friends, and
alumni can
alumni can all
all because
because of of their
their use traditional
inexperience,
inexperience, easier
easier to
to headhunting approaches
recommend
recommend
prospective train,
train, more
more creative,
creative, and
and or advertising in trade and
prospective
capable
capable ofof fast
fast growth.
growth. professional publications.
candidates.
candidates.
 How to Hire Employees in
South Korea
must start with sets out some specific
an employment rules that employers
contract must follow

40%
should draft a written fixed-term and part-
employment contract
in the local language
60% time contracts are
becoming more
common

An employer might a termination notice is not

probationary period in required for employees hired
this employment contract under a probationary period of
three months or fewer
 South Korea Employment Compliance

• South Korea employment compliance 2019 2021

doesn’t end with the employment
contract
Limiting the All businesses,
workweek to 52 regardless of size,
• As an employer, you must make sure hours for will need to
employees are staying compliant companies with comply with the
throughout their time with your 300 employees or 52-hour per week
company more limit.
 How to Onboard Employees
South Korea employment compliance laws do not detail any
regulations for onboarding employees, but you can follow some
best practices:

Onboard multiple employees at the same time

01
Schedule any training during the employee’s
02 first week

Establish a strong workplace culture and help

03 employees feel excited about it

You’ll need to onboard them

once you hire employees in Go over the employment contract with an
South Korea.
04 employee during their first day
Nguyễn Chiến
Thắng

Case Solving
“Assume that you are HR manager in a company.
Your company has to conduct a pre-employment
background check of one candidate. However, the
former employer is unwilling to give bad
comments on their former employees. How
would you deal with the problem ?”
Pre-employment background check