F11-048 - NGUYEN PHUONG LINH.v.1.1.docx

The specialization advantage because of their

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The specialization advantage: because of their position depended on specialization function, so they can deeply focus on their work useful and effectively . This ensure jumped up customers satisfactions. (Awa, 2016) - Operational clearly: separate the amount of work to each individuals according to their expertise make they deal with data and information better, avoiding waste time The weakness of functional organization : - Lack of coordination:working in individuals aspects caused competition between each groups even if some groups working effectively when another is not . 3.2 Critically analyse the interrelationship between various functions within Vietinbank and how they are interconnected to organisational objectives and structure of Vietinbank According to appendix about organization chart of Vietinbank, there are some cooperate of position in VietinBank: - IT division is interconnected with brand and communication division , to marketing and make more market concerned to VietinBank , they need a good marketing strategic and groups have best soft skills . - Credit approval division is interconnected with corporate banking division because corporate banking related to transactions between bank and customers, thus they have to combine with credit approval division - Treasury management in bank division is interconnected with retail banking division, retail banking division make products related to currency services as taking deposit or saving account, so they should cooperate with groups that balancing and daily cash flow in bank.
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Introduction Human management resource (HRM) is the process to manage and use human resource effective to achieve organization as intended. It requires understanding of people in many respects, having the ability to protect and develop the potential of workers. 4. 1 Key Roles and Responsibilities of Human Resource Function: HR have to take responsibilities for bring employees to the motivation, creative and dynamic with mains function. Recruitment : find out qualified employees (Gusdorf, 2008) Selection : the interview period to looking for new staffs Retention : maintain human resource by constantly recruiting(Pangil, 2016) Training and development : take responsibility for training in order to improve work efficiency (Kriemadis, 2008) Compensation and benefit : Management of wages and benefits Policy and procedure management : ensure that organization comply with the regulations and duties of the government and disciplinary and monitoring the activities of editing behavior (Jolie, 2017) Forecasting Workforce requirements : set up a workforce plan to prepare for strategic organizations Job analysis and job design : is the process of gathering , find out information about projects, evaluate and develop each position Employees relation : build stable relationship between staffs, managements and companies 4.2 ‘Best Fit’ approach or ‘Best Practice’
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This is two definition that similar with human resource management. Best fit active best when someone placed in a suitable position. Human resource management use best fit , then the employees was interviewed and worked in a position that matched the ability .And according to
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