F11-049 - Dang Huong Ly.v.1.1.docx

The best fit model punctuates that to ensure the hr

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The best-fit model punctuates that to ensure the HR generalships are appropriate in various situations in common with culture and developing process as well. Therefore, according to Armstrong “2006, p.138”, it is an idea that several human resource development plans have to focus on the specific objectives and of both the organization and its staffs. The Best-practice model claims that most HR activities exist which generally support companies in achieving a competitive advantage and generate profits for the company (Redman and Wilkinson 2009). An example of the best practice could be the managers of the company reduce the number of holidays while increasing the working times of the week. An example of best fit would be the boss improve and make sure that health and safe working environment for the employees. 4.4. Hard and Soft models of HRM HRM has constantly been represented as a notion with two specific forms: Soft and Hard. The difference between hard and soft models of HRM is “the hard models” concentrate on purpose or strategic of companies or focus on senior management. That ways pay less attention to the necessary of staffs and might be suffering from higher absenteeism, higher labor turnover and difficulties with employee retention, less successful recruitment. In contrast, “the soft models” recompenses employee effectuation and motivate staff more effectively. Though, when all the employee benefits add up, higher employee costs may leave the business at a competitive disadvantage. An example of Hard HRM is in the largest percentage revenue drop, the company
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sack employees without warning. An example of Soft HRM is during bad harvest, employees are retained and transferred to other departments and continue to work. 4.5. The Workforce Plan At extended branches, we will focus more on improving service quality and customer care. Therefore, we need to recruit important positions like currency management and commercial granting, ATM service provider, sales representative, customer service manager, human resources professional, accountant, telemarketing, etc. Insurance and security services will be taken care of and outsourced. 4.6. Branch Organization Chart 5.1. Critical Issues Related to Workforce Planning Manage r Quality of service improved Customer care ATM service provider Sales representative Telemarketing Customer Service Manager
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Almost the workforce plan (WFP) requires a quick review of the cultural sectors to make a decision in recruitment and selection. Therefore, it is an important factor to evaluate the demography, labor market trends, and the value of skilled employees. In the WFP strategic, the organizations have to consider altering government to open cooperation with local and foreign branches. 5.2. Types of Labor Market, Labor Market Trends A number of important factors for selection for the Vietnamese workforce include: Population – about 96,8 million (Vietnam population, 2018) Working-age – about 70% with 6% of seniors (CIA Factbook, 2017) Holders of degrees – about 12% (Chu, 2017)
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