Example for this method is the employment of disabled

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example for this method is the employment of disabled people in the workplace as they are regarded as normal individuals in the work environment and if someone discriminates them, he/she is against the law. On the other hand, the best-fit model is based on changing the HRM policies that matched with business strategy. According to Hsieh (2011), this model can ensure the competence of the firm in the labor market. An obvious example for the model is the employment of skilled and trained individuals versus the employment of graduated students because companies have to spend money to train them and there is a chance that they will quit the job in case they are offered low salaries. 4.3. Hard and Soft models of HRM InHRM, there are two HR forms that are based on different views on human and managing strategies: soft HR and hard HR. Soft HR concentrates on individuals and put commitment, trust, and self-regulated behavior at the heart of any tactical method to people (Riley, 2018). For instance, in seasonal downsizing, the company sometimes will decide that some employees will be reassigned to other operations, basically let them continue to work but in other positions. In contrast, hard HR emphasizes performance and defined as an indirect approach to the management of individuals. In this system, workers are seen as a resource that needs to be controlled to achieve the highest profit, in which will lead to competitive advantage for the company (Riley, 2018). In Vietnam, the majority of organizations use the „hard HRM method as it focuses on economic benefits including profits.
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4.4. Work Force Plan In the My Dinh branch, we will focus on improving the services to continually focus on normal customers. Consequently, we will need to recruit more staff in these positions for the branch: manager, assistant manager, customer service manager, head cashier and cashiers. We will also increase the number of security and janitorial services. 4.5 Branch Organization Chart Manager Customer Services Customer.Svc Mgr Customer Services Cashier Asst.Mgr Head Cashier Cashier Task 5 (LO 1: P2, M2, D1) 5.1. Critical issue relates to workforce planning As the organization create any model of workforce planning (WFP) for recruiting and training employees, there are ethical outcomes need to be considered carefully. Therefore, it is essential that we look at the demographics, labour market trends, and the skilled employee accessibility. In addition to the WFP, it is required that the organization can provide company policies through changes in government regulations in order to make a connection to European Union (EU)
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5.2. Types of Labour Market, Labour Market Trends Population - 96,812,912 people (worldometer.info, 2018) Ethnicity - 85.7% Kinh (worldpopulationreview.com, 2018) GDP growth rate - 6.6% (statista.com, 2018) Unemployment rate - 3.18% (CEIC, 2017) Number of English speakers - 54.52% (Vietnam.net, 2016) Total workforce - 55.92 million (Global Workforce Insights, 2017) Degrees holders rate – about 12% (Chu, 2017) Unemployment among degrees holders – 237,000 (Kim, 2018)
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