1PREFACE 0Human is always considered as the most important factor, the last straw in deciding success of every company. Therefore, Human resource management is always one ofthe most important activities of business administration. Through recruitment activity, the company can find its opportunity to own a strong and talented staff. These activities have a major influent on the formation and development of the company in particular and of the labor market in general. With a desire to have a chance to approach this object from both academic and realistic point of view, I have chosen to spend my internship period at Bio-Pharmachemie Joint-Venture Company. Known as one of the leading manufacturer of veterinary and aquaculture medicines in Viet Nam, Bio-Pharmachemie Company is proving efficiency of its activities through obvious advances, which contributes a remarkable part to national export turn-over in general. During the internship period, acknowledge the importance of recruitment procedure towards the common development of Human resource management in particular and ofthe whole company in general in Viet Nam, I choose the topic “ Recruitment Procedurein Bio-Pharmachemie Joint-Venture Company”, in order to study deeper about the general situation as well as detail process of recruitment (in which I take two typical job positions in the Company to analyze: Recruitment process forChemical engineers and Marketing agents), along with analyzing and evaluating the advantages and disadvantages that company is facing. The structure of this report contents 3 chapters: Chapter 1: Introduction of Bio-Pharmachemie Joint-Venture Company Chapter 2: Procedure of Recruitment in Bio-Pharmachemie Joint-Venture Company Chapter 3: Recommendations for the improvement of Recruitment procedure in Bio-Pharmachemie Joint-Venture Company
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5 - To select the channels through which the goods are to be distributed, trains the
salesmen in knowledge of the goods and in methods of selling them.
- To supervise and direct the sales activities of the men out in the field. Sales men are
responsible for persuading the consumer to purchase the end product, manufactured
through marketing’s research.
1.2.3.3 Functions of Accounting Department
- To record, prepare and monitor periodical financial statements, to help the Directors
control sales and manufacturing situation and the business efficiency of the company.
- To examine and supervise all income and outcome accounts, thenceforth to detect and
prevent illegal actions against financial principles.
- To analyze business outcome and accounting figures, thenceforth to advise theDirectors of suitable solutions, in order to serve the administrative demands and
suggest financial decisions.
1.2.3.4 Functions of Marketing Department
- To build image for the company and develop the brand: manage and care for the
customers, make plans for after-sales and warranty programs, sponsor for social
activities, register programs related to products’ quality, for example GMP – Good
Manufacturing Practice…
- To do market research, to extend and develop market: collect and analyze data, orient
and design new product, new branch…, and build strategy to extend and develop
markets.
- To conduct marketing programs: make and organize marketing programs, advise the
Board of Directors of these plans, supervise and adjust marketing activities, report the
result to the Board of Directors.
1.2.3.5 Functions of Human Resource Department
- To manage, organize and keep track of the current human resource of the company.
- To advise the Directors of how to build an orderly and flexible organizational
structure, therefore to meet the general demands.
- To forecast the future demand of workforce and annual plans of company.
11 - Internal source: Internal recruitment is basically a reshuffle or promotion, from one
current position to another, from one Department to another, from one level to a
different level… Employees recruited from this source have the advantages that they
have had a strong attachment to the company and an adequate experience, therefore
they can find it easier to adapt to a new working environment as well as the business
culture of the company. However, this source of recruitment can lead to the imbalance
of labor demand; the company has to recruit more employees to fulfill blank positions.
- External source: Company carries on recruitment from the labor market outside the
company, included 2 ways: direct and indirect. The direct way happens when the
applicants apply for the job directly in the company. The latter happens when the
applicants come to the company thank to an intermediary. The advantage of this sourceis that the company can choose the best and most suitable applicants for the positions.
Those employees, however, have to spend time trying to fit in the new environment,
thus lead to a wasting of time and a reduction in efficiency.
Table 2.2: Statistical data of recruited employees from different sources in Bio-
Pharmachemie Joint-Venture Company in 2001 and 2010
Unit: People
2001 2010
Number of
employees%
Number of
employees%
Internal Reshuffle/ Promotion 3 3.19 7 15.91
Fresh graduates from universities,
colleges, vocational… 22 23.40 8 18.18
By competition 50 53.19 20 45.45
Through intermediaries 12 12.77 3 6.82
Others 7 7.45 6 13.64
TOTAL 85 100.00 44 100.00
Source: Bio-Pharmachemie Internal Human Resource Survey, 2011
After defining the recruitment demand and recruitment source, Human resource
department will make the announcement with relevant information, such as:
- Job description
- Required criteria
- Benefit and treatment policy, etc.
The next step is to choose the suitable channels for recruitment. For the internal
recruitment, the employer can use some internal channels such as promotion, reference
to the Board of Directors or bases on the human resource data base. In this part, I will
focus only on the channels of recruitment for the external source.
- Mass media: Company often uses some means of mass media to announce therecruitment, such as television or radio, but the most efficient mean is on the
newspaper and magazine. In the article on newspaper or magazine, Company will
provide a detailed job description, along with the required criteria and required number
of employees, also the deadline for submitting application form. This method is applied
when the company is in demand for a large number of employees for various kinds of
job. However, it costs company a huge budget and consumes time to announce in this
way.
- Recruitment from schools: The Company is building long term relationship with
some schools in the local, such as the Agriculture and Forestry University or some
vocational schools, by sponsoring scholarship or holding workshops and career
conference. Through these activities, Company can directly contact with students and
offer them jobs right after theirs graduation. This method helps company to seek for
and invest in talent and suitable employees, however, some students refuse the
invitation, causing the imbalance of labor force and wasting a lot of time and money of
the company.
- Recommendation of job centers: Company contacts with some job centers in Ho
Chi Minh City, provides the necessary recruitment information such as company
introduction, job description, treatment policy, application guidance and contact
17 From the viewpoint of the company’s business sector, each position requires employee
very different and specific ability and skills, as well as their own characteristics. With
the given general recruitment and selection process, the Human resource department
will be flexible to make suitable change for each different position, in conformity with
the requirements for the jobs.
2.1.5 Official Admission
At the end of the Recruitment and Selection step, the Human resource department
together with the Board of Directors and Head of related department will make final
decision that which candidate(s) will be chose and inform them of being selected. The
new recruited employees will have to supplement their documents and then to sign the
Labor Contract with the company. When the contract is signed, the new employees will become the official employees of Bio-Pharmachemie Company and have full of legal
responsibility and rights.
The Human resource department also has to send Thank you letter to the failed
candidates, through email and post. This is to encourage them and also to enhance the
image of the Company.
2.2 Achievements, Shortcomings and their Causes
2.2.1 Achievements
Bio-Pharmachemie is now offering jobs for 365 employees, in which executives and
officers’ account for 30.68%, engineers for 9.59%, foremen for 5.48% and workers for
54.25%. Thanks to this strong staffs with enthusiastic, experience and skillful
employees, company is now a large supplier of veterinary and aquaculture medicines
for domestic market with over 300 outlets in all 63 cities and provinces of Viet Nam..
To reach this final achievement, Bio-Pharmachemie has taken great care in each small
step, starting up with the recruitment activity:
- Recruitment is one of the most effective works conducted in the company. Every
year, the new recruited employees work very hard, have excellent professional skills,
and develop their own ability and knowledge to the maximum. These manifestations
can prove the effectiveness of the recruitment activity in the company.
18 - Recruitment policy in Bio-Pharmachemie is very flexible and suitable for every
different kind of jobs and tittles. Human resource management has done a good job in
making sound, clear and practical recruitment plans. Thanks to these plans, almost
100% of current employees are working at the positions which are the most suitable
with their ability and expectations.
- Recruitment activity is conducted regularly once a year, or sometime more than once
a year whenever it is necessary. The activity is always being well-planned and
carefully prepared. It ensures the quality and the effectiveness of the recruitment
process and the employees.
2.2.2 Shortcomings and Causes
Besides the achievements, the existing shortcomings have influenced the effectivenessof recruitment activity in particular and the business operation of Bio-Pharmachemie in
general.
(i) Inadequate number of employees: Currently, the number of employees working
in some specific fields is still deficient and limited; especially company is often lack of
qualified engineers and skillful workers. It leads to the overloaded working, the
reduction of productivity and affects directly on the results of manufacturing and
trading of the whole company. The cause of this shortcoming is laid under the
ineffectiveness of calculation of the recruitment demands.
(ii) Few people knowing the recruitment announcement and applying for the jobs:
During the period of recruitment every year, there are not many applicants applied for
the jobs. These applicants often come from the same source of recruitment, their ability
and skills are quite similar to each other. Thus the recruitment staff often finds it
difficult to select the right person for the right job, due to the poor range of applicants.
The main cause is the effectiveness of recruitment sources and recruitment channels.
(iii) Limited practical effectiveness of recruitment plans: The recruitment plans
sometime still cannot show its effectiveness in full, lead to the low quality of
recruitment process and results. It is due to the limitation of company’s budget and
Doing research in human resource management and the recruitment procedure helps
me to apply valuable knowledge of Business Administration gaining from studying
process in Foreign Trade University. Moreover, internship at Bio-Pharmachemie Joint-
Venture Company gives me an opportunity to compare knowledge with reality.
Within the framework of the report and my knowledge, I do try my best to present and
summary the Recruitment activity in Bio-Pharmachemie Joint-Venture Company with
following contents:
Beginning with the brief history of development and business operation, I would like to
draw an overview picture of Bio-Pharmachemie since the establishment up to now
when its products are various.
Chapter 2 brings the more detailed look into the Recruitment situation and the
recruitment procedure of Bio-Pharmachemie Company. I have tried to describe the
situation carefully with the recruitment steps of two example positions, and keep
information as clearly and carefully as possible but still keep it very succinct.As the last part of Chapter 2 mentions the achievements and shortcomings and their
causes, the last Chapter surely finds the solutions to solve the difficulties stated above
so as to promote the quality and the effectiveness of recruitment procedure in Bio-
Pharmachemie. As recommended from my point of view, hopefully the ideas can
somehow be helpful.
The last words are my best wishes for the development on-keeping situation of the
human resource management and recruitment activity in Bio-Pharmachemie in the
future when the company has tried to apply different methods to improve the
shortcomings and reach the set up target, keeping the rank as one of the leading
manufacturer firm for veterinary and aquaculture medicines throughout the country.