F11-002 - Dang Quoc Anh.v.1.1.docx

Directly covered by the employment contract thus

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directly covered by the employment contract thus ensuring suitable work life(Omotayo&Anthonia, 2012) 4.2 Key Roles and Responsibilities of Human Resource Function Modern HRM consists of the following functions: Recruitment – the search for new potential employees Selection – the interview process and hiring of new employees Retention – ensuring that employees continue employment Training & Development – managing the organizations training programs Compensation & Benefits – managing the periodic salary distribution and benefit administration Policy & Procedure Management – developing organization policies and procedures as well as overseeing discipline and behavior correction activities Forecasting Workforce Requirements – developing a workforce plan to meet strategic objectives of the organization Job Analysis & Job Design – periodic reviews of each job along with developing each position through enlargement and enhancement Employee Relations – maintaining positive relations through communications between the organization, the employee, and any trade union (Mondy&Martocchio, 2016). And for VietinBank's human resources strategy focuses on 8 main areas:
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1. Transforming the organizational structure model: To perfect the organizational structure model vertically, to raise the specialization and operational efficiency of the professional functions and sections. 2. Resource planning and personnel structure: Resource planning follows business plan; Moving personnel structure to ensure balance and efficiency between business personnel and support personnel, strategic personnel and personnel. 3. Recruitment: Positioning the recruiting brand to ensure competitiveness and attract good personnel, in accordance with the requirements of VietinBank. VietinBank is proud to be the first and only commercial bank so far to apply online examinations with the standard banking system and science. During the work, staff VietinBank always have the opportunity and encourage creativity, dedication; Recognized, honored and promoted with a clearly defined "roadmap". Training: Ensuring coherence between staff training and other personnel processes; To diversify the form of training so as to ensure the flexibility and efficiency for the units and cadres. 5. Performance Management: Modernizing cadre evaluation; Building an evaluation culture is an opportunity to understand the need for training and development of staff. 6. Talent Management: Search and identify talents with consistent processes, tools and criteria; actively support, train, develop and enhance the level of cohesion of talent. VietinBank is the "magnet block" attract and employ talented and high quality human resources. 7. Salaries and preferential treatment: Maintaining the principle of salary payment based on position and efficiency of work; shift salary structure, pay way to promote business; Strengthen the treatment to connect cadres in a sustainable way. VietinBank is a pioneer and leading bank in the implementation of the compensation, competitive and fair compensation
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policies to meet the needs of workers in both material and spiritual. Employees are paid
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