F11-011 - Nguyen Thi Bich Diep.v.1.1.docx

Most organizations in vietnam often using method hard

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HRM has frequently been described as theory with two different forms: “soft” and “hard”. Most organizations in Vietnam often using method hard models to emphasis the rationality of strategic fit performance management and approach to personal management, whereas the soft models are more widely used than hard models in international companies to emphasize individuals and self-direction in all their problems.
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An example of Hard HRM is when the business activities are reduced, many employees leave the organization. So, organization have to recruit more staff t replace them. An example of Soft HRM is competent staff will be sent aboard and participate in intensive courses in their industry. 4.4 Workforce plan: In the new My Dinh branch, we will focus on developing services to better support our customers. Therefore, we will need the following employees about Human Resource Management for the branch: CEO customer service, manager, manager assistant, cashier and an executive secretary. 4.5 Branch Organization Chart: 5.1 Critical Issues Related to Workforce Planning Workforce planning is the plan used by employers to predict labour demands and deploy workers in the most effective way. In addition, it is a subset of workforce management, a critical factor of Asst. Mgr Customer Manager Exec Sec Head Cushier
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most organizations software-based human resources and project resource planning systems. So, when using workforce planning, organizations can schedule employee hours and shifts using accurate labour and sales forecasting that matches demand to labour needs. 5.2 Types of Labour Market, Labour Market Trends Some key considerations for the Vietnamese workforce include: Vietnam populations: equivalent to 1,26% of the total world population (Worldometers.info, 2018) Ethnicity: almost 86% Kinh (CIA Factbook, 2017) Working age – about 70% with 6% seniors (CIA Factbook,2017) Holders of degrees – about 12% (Chu, 2017) Unemployment – about 3% (Chu,2017) Unemployment among degree holders – 237.000 (Kim, 2018) Number of English speaker – about 54% (Vietnam.net, 2016) 5.3 The Internal Labour Market: With 23,000 current employees, VietinBank recruiting internally for most positions will be much more favourable. So, recruit internally with priority for employees with experience from 5 to 10 years to achieve the highest efficiency. 5.4 Analysing turnover, stability and retention: According to Riley (2016), labour turnover show the number of employee leaving companies or organizations with some reasons such as dismissal, resignation and so on. Labour turnover ratio is calculated by the following formula: (Number of leavers in a period / Average number of people employed in the period) ͯ 100 = %turnover
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Moreover, some of the reasons for labour turnover are most commonly mentioned as illness, accident, leave the local or look for a new better job.
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