F11-093 - Nguyen Huyen Vi.v.1.1.docx

Key roles and responsibilities of human resource

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? ). Key Roles and Responsibilities of Human Resource Function - Human resource planning: estimating or predicting the organization’s future plan of operation - Recruitment: hiring new employees into company/organization - Selection: the process of interviewing and hiring new employees - Retention: ensuring employees to continue working for the organization - Compensation and benefits: ensuring employees ‘rights and taking responsibilities of their benefits and salary distribution - Training and development: managing the organization training program for new employees - Policy and procedure management: managing and developing policies and procedure of organization as well as the employees ‘behaviors and discipline
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- Job analysis and job design: observing, developing and reviewing each jon and each position through enlargement and enhancement - Employee relations: maintain the relationship between the employees and organization about job satisfaction or workplace conflict (Mayhew,2018) 4.2. Best Fit’ approach or ‘Best Practice’ In most organizations, each HRM departments apply different practices in their operations which are ‘best practice’ and ‘best fit’. People use the term ‘best practice’ which represents international standard while the terminology ‘best fit’ means they have a suitable management for each organization to follow culture, historical factors and industry trends (Mondy and Martocchio, 2016) - An example of best practice could be the transgender people in organizations. Up until now, there are no official legal safeguards to ensure their rights in work environment so hiring them in Vietnam shows the contrast between international standard and Vietnamese standard - An example of best fit could be the holidays of employees. If the holiday such as Tet or Independence day are in the weekend like Saturday or Sunday, the employees will not have to go to work on that holiday and will continue to be off on the next Monday. 4.3. Hard and soft models of HRM In Vietnam, ‘hard’ HRM is used in most organizations. ‘Hard’ HRM is treating employees simply as a resource of the business and ‘identify workplace needs of the business and recruit and manage accordingly (hiring, moving and firing)’ while ‘soft’ HRM is a process where treating employees and concentrating on the needs of employees such as their roles, reward and motivation are the most important resources in the business and a source of competitive advantage (tutor2u.net, 2018)
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For example, hard HRM is when they just pay enough for the employees to recruit and retain enough staffs (minimum wage). In contrast, soft HRM is when they transfer the employees to the new department when they need to meet the demand of work. 4.4. Work force plan In the My Dinh branch, we are planning to focus more on the customer services than traditional banking service such as trading and lending money. In addition, we have to focus on enhancing the direct communication with customers to serve the customers better products and more
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