F11-059- Dang Quang Nhat.v.1.1.docx

This makes the business strategy more appropriate in

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practice. This makes the business strategy more appropriate. In other words, this mix makes it possible for personnel to ensure consistency between the culture and processes of the company (Human Resources Management, 2016). Meanwhile, most companies use best practice to boost corporate profits, but employees prefer the best fit because it has many benefits for employees. For example, a company that uses a best practice policy will not give employees maternity leave for too long because it will reduce the company's revenue (eg, universities, private companies, etc.). Examples of best fit: Upgrade the working environment, establish Labor Unions, etc. Examples of best practice: Increase the cost of production machinery, reduce the cost of fun activities, increase the working hours of the week, reduce the number of holidays, etc. 4.4 : Hard and Soft models of Human Resource Management: HRM is a concept with two distinct forms, Hard and Soft. For Hard Human Resource Management, they only consider employees as a business resource (eg: Houses, Land, ...) (tutor2u.net, 2017). For this type, they change staff constantly, restricting communication between senior and subordinate. These companies have limited pay and staff salaries are minimal. They regularly evaluate employees and do not focus on what they will benefit from. As for Soft HRM, the focus on employee benefits is placed first. They see employees as important resources and are at the service of competing with other companies. In terms of features, they focus on strategy and long-term planning. With wages, they pay according to employee contributions, performance-based rewards (eg: profit sharing, over-performance, etc.)
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Example of HRM Soft models: Salary is consistent with the work, increase salary regularly, create a sense of comfort for staff, etc. Example of HRM Hard models: Regularly check employee performance levels, employee productivity, keep a minimum wage, but with high workload, etc. 4.5 : Work Force Plan: In some branches of Vietinbank, they focus on serving only high-end customers rather than customers. Therefore, there should be a difference between the service attitude between the high- end customers and the average customer. The workforce must be adjusted to suit each branch (qu n tr .vn). Branches will need the following staff members: Human resources manager, Assistant manager and Executive secretary, Customer service manager, Head cashier and Employees. Then the security guard and security will ensure the safety of the bank and the outside. 4.6 : Branch Organization Chart: Employees Vacancy Human resources Manager Assistant manager Executive secretary Customer Svc Mgr Head Cashier
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5.1 : Critical Issues Related to Workforce Planning: “Workforce planning is a core business process to align changing organisation needs with people strategy. It can be the most effective activity an organisation can engage in. It doesn t need to be complicated and can be adjusted to suit the size and maturity of an organisation. It can provide
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