F11-053 - Dao Hoang Nam.v.1.1.docx

Based on a specific standard to make the best growth

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based on a specific standard to make the best growth, profit for the company ahead of the need of the employees. By contrast, most international companies prefer „soft , HRM department focus on caring what the staff want .“Treats employees as the most important resource in the business and a source of competitive advantage” (tutor2u, 2018 , p. ? )
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An example of Hard HRMwhich is some of the rules of the company, which are given by the board of the director, are indicated that you must follow with no exception In contrast, soft HRM in some cases the rules of the company will be the acceptance of employees 4.5 Work Force Plan In the My Dinh branch, we will concentrated in serving both high-end clientele and traditional customers.Consequently, we will need the following manager and staff members for the new branch: branch manager, assistant manager, an HRM department, accountant unit, customer service manager, head cashiers. Security and janitorial services will be hired outside of the company.The structure will be exactly like other branch, building a “Function” system to increase the efficiency for each department. “Best fit” will be our choice of HRM to manage our employees as well as “Soft” model, to bring the dynamic environment also professional workplace. Our branch will focus only one goal, which is bringing the best services and products to our dearest customers
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4.6 Branch Organization Chart Branc h Mgr. HRM Accountant. Mgr Staff Staff Staff Staff Asst. mgr Customers service Mgr Head cashier
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5.1 Critical Issues Related to Workforce Planning When opening a new branch, the right and suitable workforce will have great influence on the success of the branch. Workforce Planning (WFP) is a process to adjust the need and requirement to ensure its fit the legislative, rules and the objective of branch. First thing to consider is the company cultural, next is the current external labor market trends. Skill, capabillity and attitudes of employees (Office of Human Resources, 2018) 5.2 Types of Labour Market, Labour Market Trends - Key information about the Labour market in Vietnam The number of populations: 93,671,6000 (update at 28/08/2018) (Gso.gov.vn, 2018) Unemployed rate : 1.061,5000 (molisa.gov.vn, 2018) Long term unemployment (beyond 12 month) : 34,93% in the total of unemployed (molisa.gov.vn, 2018) Workforce rate : 54,020.000 (second quarter of 2018) (molisa.gov.vn, 2018) The unemployed with a university degree or higher : 126,900 people (2 nd quarter 2018) (Châu, 2018) The number of labour in banking and financial sector 384,300 (0.7%) (Gso.gov.vn, 2018) The diversity in the Labour market in Vietnam gives a lot of opportunity forhaving quality candidates for opening new branch. In Vietnam, the working age from 15 is 72,51 million, which is more than 65% is capable of working but only 12.04 million have a university degree of higher (20%) (molisa.gov.vn, 2018). So the problem is in the recruitment, the choice of high quality candidates is limited. However, the percentage of people who
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unemployment are high, so with the right strategy of training and developing hard and soft skills, the requirement of employees for new branch will be satisfied Employment growth in Vietnam comes from a 37.4% increase in FDI inflows. In the past 10
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