5. la la la la

7/29/2019 5. la la la la

http://slidepdf.com/reader/full/5-la-la-la-la 1/22

1

PREFACE

0

Human is always considered as the most important factor, the last straw in deciding

success of every company. Therefore, Human resource management is always one of

the most important activities of business administration. Through recruitment activity,

the company can find its opportunity to own a strong and talented staff. These

activities have a major influent on the formation and development of the company in

particular and of the labor market in general.

With a desire to have a chance to approach this object from both academic and realistic

point of view, I have chosen to spend my internship period at Bio-Pharmachemie

Joint-Venture Company. Known as one of the leading manufacturer of veterinary and

aquaculture medicines in Viet Nam, Bio-Pharmachemie Company is proving

efficiency of its activities through obvious advances, which contributes a remarkable

part to national export turn-over in general.

During the internship period, acknowledge the importance of recruitment procedure

towards the common development of Human resource management in particular and of

the whole company in general in Viet Nam, I choose the topic “Recruitment

Procedure in Bio-Pharmachemie Joint-Venture Company”, in order to study

deeper about the general situation as well as detail process of recruitment (in which I

take two typical job positions in the Company to analyze: Recruitment process for

Chemical engineers and Marketing agents), along with analyzing and evaluating the

advantages and disadvantages that company is facing.

The structure of this report contents 3 chapters:

Chapter 1: Introduction of Bio-Pharmachemie Joint-Venture CompanyChapter 2: Procedure of Recruitment in Bio-Pharmachemie Joint-Venture

Company

Chapter 3: Recommendations for the improvement of Recruitment procedure in

Bio-Pharmachemie Joint-Venture Company

7/29/2019 5. la la la la


2 Eventually, I would like to express my most heartfelt and deepest gratitude to my

instructor, Ms. Nguyen Thi Thu Ha as well as the Board of Directors and the staff in

Human resource department, Bio-Pharmachemie Joint-Venture Company for dedicated

instruction and help. This report is the result of knowledge gaining from documents

and syllabus, the study experience on the amphitheater and lecturers in the university

as well as the figures, analysis, financial statement from the company. However, due to

the limit of knowledge and experience, there cannot avoid lots of shortcomings and

errors. Thus I really hope for sympathy and comments so as to better complete this

report.

Truly thank you.

7/29/2019 5. la la la la


3 CHAPTER ONE: INTRODUCTION OF BIO-PHARMACHEMIE

JOINT-VENTURE COMPANY

1.1 Company’s general information

1.1.1

Brief HistoryBio-Pharmachemie Joint-Venture Company was given license to establish in October

31th

, 1994. Commencing operation since April 12th

, 1996, Bio-Pharmachemie has been

continuously growing. Currently, Bio-Pharmachemie has built a trusted brand for itself

and become the leading manufacture of veterinary and aquaculture medicines in

Vietnam.

Company’s full name: BIO-PHARMACHEMIE JOINT-VENTURE COMPANY

Business sector: Manufacturing and trading veterinary and aquaculture medicinesTax code: 0300808221

Headquarter at: 2/3 Tang Nhon Phu Street, Phuoc Long B Ward, District 9, HCMC.

Phone: (84-8) 37313489 - (84-8) 37311714 - (84-8) 38978476

Fax: (84-8) 37313488 - (84-8) 37311713

Website: www.biopharmachemie.com

Authorized capital: USD 6,000,000

1.1.2 Mission and Vision

- Mission: “Bring highest outcome to veterinary and aquaculture breeders”.

- Vision: Maintaining a top position as leading manufacturer in Vietnam veterinary and

aquaculture medicines market.

- Core value:

+ Quality: Bio-Pharmachemie guarantees complete traceability of our products.

+ Honesty: Always consider customer’ satisfaction as company’s performance index

to build good corporate image.

1.2 Human Resource situation and Organizational structure

1.2.1 Human resource situation

Bio-Pharmachemie is now offering jobs for 365 employees, in which officers’ account

for 30.68%, engineers for 9.59%, foremen for 5.48% and workers for 54.25%. Human

7/29/2019 5. la la la la


4 resource in Bio-Pharmachemie is under control of the Human Resource Department

and the Board of Directors. All the Human resource related activities, for example

recruiting, training, evaluating employees performance and paying salary and bonus

are conducted by the Human Resource Department and supervised by the General

Director.

1.2.2 Organizational Hierarchy Chart

Chart 1.1: Bio-Pharmachemie Organizational Hierarchy Chart

Source: Human Resource Department, Bio-Pharmachemie Company

1.2.3 Functions of main Departments

1.2.3.1 Functions and Authorities of Directors, Heads of Department

Director is the legally representative of the Company, appointed by Board of

Directors. He has the highest responsibility for determining and implementing the

company’s policy to the Board of Directors and related Government agencies.

Heads of Department bear the responsibility to organize and conduct the tasks

confined by the Directors. They have to actively co-ordinate with each other during the

working progress in order to meet the common target of the Company.

1.2.3.2 Functions of Sales Department- To form, put forward and advise the Board of Directors of the strategies and sales

policies, conformed to the current market situation in different period of time in order

to increase sales and revenue, and develop the company.

- To seek for new potential customers and markets.

Board of Directors

SalesDepartment

AccoutingDepartment

MarketingDepartment

HumanResourceDepartment

ManufacturingDepartment

ManufacturingFactory

7/29/2019 5. la la la la


5 - To select the channels through which the goods are to be distributed, trains the

salesmen in knowledge of the goods and in methods of selling them.

- To supervise and direct the sales activities of the men out in the field. Sales men are

responsible for persuading the consumer to purchase the end product, manufactured

through marketing’s research.

1.2.3.3 Functions of Accounting Department

- To record, prepare and monitor periodical financial statements, to help the Directors

control sales and manufacturing situation and the business efficiency of the company.

- To examine and supervise all income and outcome accounts, thenceforth to detect and

prevent illegal actions against financial principles.

- To analyze business outcome and accounting figures, thenceforth to advise theDirectors of suitable solutions, in order to serve the administrative demands and

suggest financial decisions.

1.2.3.4 Functions of Marketing Department

- To build image for the company and develop the brand: manage and care for the

customers, make plans for after-sales and warranty programs, sponsor for social

activities, register programs related to products’ quality, for example GMP – Good

Manufacturing Practice…

- To do market research, to extend and develop market: collect and analyze data, orient

and design new product, new branch…, and build strategy to extend and develop

markets.

- To conduct marketing programs: make and organize marketing programs, advise the

Board of Directors of these plans, supervise and adjust marketing activities, report the

result to the Board of Directors.

1.2.3.5 Functions of Human Resource Department

- To manage, organize and keep track of the current human resource of the company.

- To advise the Directors of how to build an orderly and flexible organizational

structure, therefore to meet the general demands.

- To forecast the future demand of workforce and annual plans of company.

7/29/2019 5. la la la la


6 - To reward or to punish based on periodical employees’ perf ormance appraisal.

- To advise the Directors of human resource development strategy, reasonable policy

and preferential scheme, suitable with terms of Labor Law and create competitive

advantages on the workforce market.

1.2.3.6 Functions of Manufacturing Department

- To conduct the manufacturing products in strict conformity with the company’s plans.

- To manage and control directly the manufacturing activities in the factories.

- To ensure the quality and quantity of the product in order to meet the demands of the

market.

1.3 Business outcome

1.3.1 Type of product

- Product for livestock

- Product for poultry

- Product for pets

- Product for shrimp

- Product for fish

1.3.2 Business outcome in the last 3 years

Table 1.1 shows the business outcome of the company in the last 3 years:

Table 1.1: Summary of Bio-Pharmachemie’s Income Statement

in the period of 2009 – 2011

Unit: Billion Vietnam Dong

Financial Criteria 2009 2010 2011

Sales Revenue 105.85 116.93 122.35

Cost of Goods sold 102.33 111.59 116.22

Profit before Tax 3.52 5.34 6.13

Profit after Tax 2.99 4.54 5.21

Profit rate (on Total Assets) 3.75% 5.68% 6.51%

Source: Bio-Pharmachemie’s financial statements 2009, 2010, 2011

7/29/2019 5. la la la la


7 According to the Table 1.1, it is shown that during all three years 2009, 2010, 2011

Bio-Pharmachemie Company created profits.

From 2009 to 2011, there are a lot of significant developments in business activities of

Bio-Pharmachemie. Total Revenue in 2009-2010 increased significantly by 10.37%,

but in the next year, there seems to be a downward in Total revenue, growth rate

decreased to 4.64%: Operation Cost of Bio-Pharmachemie Company increases during

three years but with low speed. The effectiveness of business activities of Bio-

Pharmachemie Company is exceptional: Profit in 2010 is 5.34 billion VND, increasing

by 1.82 billion dong compared to 2009, which means increasing by 51.70% compared

to 2009; Profit 2011 is 6.13 billion dong, increasing by 0.79 billion VND compared to

2010, which means increasing by 14.80% compared to 2010.In the period of 2010-2011, there was a significant slowdown in the growth rate of

Revenue and Profit. This down ward trend is due to an epidemic on livestock called

“Blue ears”, which caused by a virus named “Porcine R eproductive and Respiratory

Syndrome” virus. There is no cure for this epidemic. Breeders in Viet Nam were in a

huge loss, therefore they decided to give up and moved to another jobs. That explains

the reason why profit and revenue of Bio-Pharmachemie decreased in this period.

1.4 Role of Recruitment activity in the company

The human resource department has to be responsible for hiring the people with the

knowledge to bring new technology into manufacturing, to offer for the company a

highly skilled, flexible and committed work force and a flexible and innovative

management. They also need to have the ability to retain developed talent, and a strong

partnership between management and labor unions.

Recruitment is of the most crucial roles of the human resource professionals. The level

of performance of the company depends on the effectiveness of the recruitment

activity. Human resource department has developed and followed recruitment

strategies to hire the best talent for the company and to utilize its resources optimally.

A successful recruitment strategy, which is well planned, can help company to attract

more and good talent to apply in the company.

7/29/2019 5. la la la la


8 CHAPTER TWO: ANALYSIS OF RECRUITMENT PROCEDURE IN BIO

PHARMACHEMIE JOINT-VENTURE COMPANY

2.1 Procedure of Recruitment in the Company

Overview of recruitment situation in the last 3 years:

Table 2.1: Labor structure in Bio-Pharmachemie Joint-Venture Company

from 2009 to 2011

Unit: People

Number of employees 2009 2010 2011

Total number of employees 265 298 343

Total number of recruited employees:

- Executive and clerical officers

- Engineers

- Foremen and Workers

35

12

3

20

44

8

11

25

55

5

7

43

Source: Bio-Pharmachemie Internal Human Resource Survey, 2011

Based on the table, we can see that the total number of employees in the company as

well as the total number of new recruited ones increased significantly from 265 in 2009

to 343 in 2011. However, the structure of labor in the company is changing every year.

For example, in 2010, there are 11 new engineers recruited, increased nearly forth fold

compared with the number in 2009. But in 2011, there was a decrease in the demand

for engineers; the number is down to 7. Take the foremen and workers sector as

another example. The number of foremen and workers goes up each year; however, in

the period of 2009-2010, there is just a slight increase while in the next year, 2011, the

number is nearly double.

The change of labor structure in the company depends on many factors such as

company conditions, demand and supply in the labor markets, nature of the jobs, etc.

Among those factors, Recruitment activity decides the final result of labor structure,

scilicet the procedure of recruitment. In this chapter, I will present the detail of

recruitment procedure in Bio-Pharmachemie Company, from step to step.

Here is the chart shown the summary of recruitment procedure in the company.

7/29/2019 5. la la la la


9 Chart 2.1: Recruitment procedure in Bio-Pharmachemie Joint-Venture Company

Source: Human Resource Department, Bio-Pharmachemie Company

2.1.1 Recruitment Demand Forecast

Thanks to the analyzing recruitment demands step, the Human resource department can

get the overall situation of labor force in the company and the changes due to both

expected and unexpected reasons. After that, forecasting step is applying to give out

the plan for future labor, including recruiting activities, based on the demands which

have been pointed out in the analyzing process.

Analyzing and forecasting recruitment demand for the company is conducted in the

October annually by the Human resource department. The process is often based on

these following factors:

- Company’s general plan for manufacturing and trading: Every year, the Board of

Directors holds a meeting and sets the defined target for the next year, such as target

revenue, target output, target profit, etc. Based on these target figures, the Human

resource department will calculate and give out their forecast for company’srecruitment demand.

For example: In 2009, the Board of Directors had set the target for manufacturing in

the next year 15,000 bottles of prophylactic medicine for livestock. The Human

resource department will calculate as followed:

+ In 2008, the number of workers in the Livestock factory was 48.

+ The total number of manufactured prophylactic bottles in 2008 was 13,800.

+ The number of employees required for the target is calculated:

+ The forecast number of employees required for the target:

( )

RecruitmentDemandForecast

RecruitmentSource

Determination

RecruitmentAnnouncement

Recruitmentand

Selection

OfficialAdmission

7/29/2019 5. la la la la


10 3.5% is a fixed coefficient which is defined every year by the Board of Directors.

This coefficient represents forecast for the inflation rate, the national

unemployment rate, the fluctuation rate of labor market, the probability of force

majeure events, etc.

- Company’s general oriented development: Depends on both subjective and

objective situation of company’s business sectors, the Board of Directors have to

define the direction for development of the whole company.

For example, the company is oriented to focus in exporting medicines for poultry to

Malaysia and Philippines markets in 2003. Therefore, the Human resource department

had made plan for recruitment a large number of new employees. These employees are

mostly chosen to do the clerical jobs, to analyze exporting law and make exportingcontracts.

- Company’s budget for Human resource management: Among the total budget for

company’s operation, there always been a separate budget for the human resource

management activities. Based on the allowed budget every year, the Human resource

department will calculate and make detailed plan of expenditure for each activity, such

as recruitment, training, paying salary, etc. When the budget for each activity is set, the

Human resource department will continue to make the detailed plan for recruitment, on

the different scales and with different contents based on the allowed budget.

Although the Human resource department are trying to make the plan and forecast the

demand for recruitment as detailed as possible, there are still unpredictable demands,

arises from these reasons, such as change in employees’ family background - Change

due to unexpected accidents, illness… or change in internal labor force (employees

want to move to another position, dismiss employees…)

2.1.2 Recruitment Source Determination

Based on the forecast of recruitment demands, the company then has to determine they

will recruit employees from which source. In general, currently there are 2 sources of

laborer available for company recruitment:

7/29/2019 5. la la la la


11 - Internal source: Internal recruitment is basically a reshuffle or promotion, from one

current position to another, from one Department to another, from one level to a

different level… Employees recruited from this source have the advantages that they

have had a strong attachment to the company and an adequate experience, therefore

they can find it easier to adapt to a new working environment as well as the business

culture of the company. However, this source of recruitment can lead to the imbalance

of labor demand; the company has to recruit more employees to fulfill blank positions.

- External source: Company carries on recruitment from the labor market outside the

company, included 2 ways: direct and indirect. The direct way happens when the

applicants apply for the job directly in the company. The latter happens when the

applicants come to the company thank to an intermediary. The advantage of this sourceis that the company can choose the best and most suitable applicants for the positions.

Those employees, however, have to spend time trying to fit in the new environment,

thus lead to a wasting of time and a reduction in efficiency.

Table 2.2: Statistical data of recruited employees from different sources in Bio-

Pharmachemie Joint-Venture Company in 2001 and 2010

Unit: People

2001 2010

Number of

employees%

Number of

employees%

Internal Reshuffle/ Promotion 3 3.19 7 15.91

Fresh graduates from universities,

colleges, vocational… 22 23.40 8 18.18

By competition 50 53.19 20 45.45

Through intermediaries 12 12.77 3 6.82

Others 7 7.45 6 13.64

TOTAL 85 100.00 44 100.00

Source: Bio-Pharmachemie Internal Human Resource Survey, 2011

Sources of Recruitment

Year

7/29/2019 5. la la la la


12 2.1.3 Recruitment Announcement

After defining the recruitment demand and recruitment source, Human resource

department will make the announcement with relevant information, such as:

- Job description

- Required criteria

- Benefit and treatment policy, etc.

The next step is to choose the suitable channels for recruitment. For the internal

recruitment, the employer can use some internal channels such as promotion, reference

to the Board of Directors or bases on the human resource data base. In this part, I will

focus only on the channels of recruitment for the external source.

- Mass media: Company often uses some means of mass media to announce therecruitment, such as television or radio, but the most efficient mean is on the

newspaper and magazine. In the article on newspaper or magazine, Company will

provide a detailed job description, along with the required criteria and required number

of employees, also the deadline for submitting application form. This method is applied

when the company is in demand for a large number of employees for various kinds of

job. However, it costs company a huge budget and consumes time to announce in this

way.

- Recruitment from schools: The Company is building long term relationship with

some schools in the local, such as the Agriculture and Forestry University or some

vocational schools, by sponsoring scholarship or holding workshops and career

conference. Through these activities, Company can directly contact with students and

offer them jobs right after theirs graduation. This method helps company to seek for

and invest in talent and suitable employees, however, some students refuse the

invitation, causing the imbalance of labor force and wasting a lot of time and money of

the company.

- Recommendation of job centers: Company contacts with some job centers in Ho

Chi Minh City, provides the necessary recruitment information such as company

introduction, job description, treatment policy, application guidance and contact

7/29/2019 5. la la la la


13 information. These centers will do their job as an intermediary: recommend jobs

offered by Bio – Pharmachemie to the laborers, guide the laborers to apply for the jobs

and bear the responsible until they get the jobs. This method is used quite frequently,

especially when the Company wants to recruit a large number of employees without

any specific or special skill, for example workers and clerical officers.

2.1.4 Recruitment and Selection

The chart below shows the general recruitment and selection process in the Company.

Chart 2.2: Bio-Pharmachemie Company’s Recruitment and Selection Process

Source: Human resource department, Bio-Pharmachemie Company

The company is now offering jobs 365 employees, with nearly 20 different job

positions and titles. Therefore, for different kinds of job and position, there will be

different ways for recruitment and selection. In this part, I will specify the recruitment

and selection process for 2 typical positions in the Company: The chemical engineer

and the marketing agent.

2.1.4.1 Recruitment and selection process for chemical engineer:

- Role and duties: Chemical engineers play very important role in the produc ts’

development and manufactory. Duty of the chemical engineers is to converse raw

material into tangible products, through chemical, biological or physical process. Here

are some specific tasks and duties of a chemical engineer:

+ Determine most effective arrangement of operations, such as mixing, crushing,

heat transfer, distillation, and drying.+ Help to direct activities of workers who operate or who are engaged in

manufacturing.

+ Develop safety procedures to be employed by workers operating equipment or

working in close proximity to on-going chemical reactions.

Short-listedRound

Specifiedknowledge

test

FinalInterview

InternshipFinal

evaluation

7/29/2019 5. la la la la


14 + Do research and analyze applications and effects of chemical reactions.

+ Apply the result of those researches and experiments into production, in order to

improve the current products, to create new and more effective products.

- Requirements:

+ Graduate from university or higher; major in Chemistry, Chemical analysis,

Organic chemistry and chemistry related.

+ Have at least 2 years of working and be familiar with the equipment, machines,

computer in the laboratory.

+ Have good command in English (B level certificate or equivalent is acceptable).

+ Priority is given to applicants knowing how to develop Testing technique.

Here is the process for recruitment and selection of chemical engineers:

# Step 1: Short-listed round: Based on the requirements for chemical engineer,

company sorts out unsuitable applicants and contact the remains for the next round.

The passed candidates are person who meet the given requirements and are promising

to the contribution for the Company.

# Step 2: Specialized knowledge test: Candidates have to do a writing test, in which

they must show their specialized knowledge in Chemistry and the required relevant

knowledge for the job. The tests are made by the Chemical specialists in

Manufacturing department, including multiple-choice, calculating and writing

questions. Candidates who pass this test are invited to the Interview.

# Step 3: Final interview:

Each candidate has individual interview with the interviewers: 1 representative

from Board of Directors, the Head of Human resource department and the Head of

Manufacturing department.

Content: Interviewers use their interview technique and a special designed form to

conduct this interview. The purpose is to gather relevant and further information

about the candidates: qualification, their interest in the offered job, communication

and teamwork skill, their career goals and relevant individual characteristics.

7/29/2019 5. la la la la


15 # Step 4: Final evaluation: Candidates who qualified from the interview will become

the official chemical engineer of Bio-Pharmachemie Company, without experiencing

the internship period.

2.1.4.2 Recruitment process for Marketing agents:- Role and duties: The marketing agents’ responsibility is to focus on the customers

and markets. Duty of a marketing agent is to create meaningful messages through

words, ideas, images, and names that deliver upon that the company wishes to make

with its customers. Furthermore, they are also responsible for ensuring that messages

and images are delivered consistently. Here are some specific tasks and duties of a

marketing agent:

+ Do research on products of the company and competitors, make comparisons.

+ Do research on demands of the market and customers

+ Seek for new potential market and customers.

+ Generate new and helpful ideas, plan and conduct promotion, advertising

programs, develop and enhance company’s branch.

+ Keep goods relationship with agency system, manage and carry out the order

from agencies and customers.

+ Be responsible for customer service; help to solve problems or disclaimers from

customers.

- Requirements:

+ Graduate from University or higher, major in Marketing, Business

administration, Veterinary Pharmacy, Animal Husbandry, etc.

+ Have at least 1 year of relevant working experience

+ Have excellent oral and written communication skills

+ Highly proficient in Data/Information Management skills and experience in

pricing preferred

+ Accept to be on assignments frequently

Here is the process for recruitment and selection of marketing agents:

7/29/2019 5. la la la la


16 # Step 1: Short-listed round: Based on the requirements for marketing agents,

company sorts out unsuitable applicants and invite the remains for the interview. The

passed candidates are person who meet the given requirements and are promising to the

contribution for the Company.

# Step 2: General Interview: Instead of having a knowledge test, each candidate will

have a short interview with the marketing specialists, who also are the marketing

trainers in the Company. The purpose is to check the marketing related knowledge and

skills of the candidate, such as market analysis, market research, computing skill,

communication skill, etc. Those candidates who satisfied the specialists are invited to

the Final Interview.

# Step 3: Final Interview:

The interviewers: 1 representative from Board of Directors, the Head of Human

resource department and the Head of Marketing department.

Content of this interview is similar to the interview for chemical engineer.

Candidates who qualified from the interview will take part in the internship period.

# Step 4: Internship: The 2-month internship is considered as a period in which both

company and the selected candidates can check whether or not they can work well in

the offered positions with given practical conditions. In this period, the marketing

trainers in the company, who had qualified them before in the General Interview, will

be their supervisors. The duty of the supervisor is:

- To supervise the internees

- To evaluate the internees during the internship

- To explain, teach and help the internees with new knowledge or experience.

During this period, the internees must try their best to prove themselves with ability,

knowledge and especially the marketing skills.

# Step 5: Final evaluation: The supervisors have to evaluate and give their decision

about the internees when the 2-month internship is over. Candidates who qualified will

become the official marketing agents of Bio-Pharmachemie Company.

7/29/2019 5. la la la la


17 From the viewpoint of the company’s business sector, each position requires employee

very different and specific ability and skills, as well as their own characteristics. With

the given general recruitment and selection process, the Human resource department

will be flexible to make suitable change for each different position, in conformity with

the requirements for the jobs.

2.1.5 Official Admission

At the end of the Recruitment and Selection step, the Human resource department

together with the Board of Directors and Head of related department will make final

decision that which candidate(s) will be chose and inform them of being selected. The

new recruited employees will have to supplement their documents and then to sign the

Labor Contract with the company. When the contract is signed, the new employees will become the official employees of Bio-Pharmachemie Company and have full of legal

responsibility and rights.

The Human resource department also has to send Thank you letter to the failed

candidates, through email and post. This is to encourage them and also to enhance the

image of the Company.

2.2 Achievements, Shortcomings and their Causes

2.2.1 Achievements

Bio-Pharmachemie is now offering jobs for 365 employees, in which executives and

officers’ account for 30.68%, engineers for 9.59%, foremen for 5.48% and workers for

54.25%. Thanks to this strong staffs with enthusiastic, experience and skillful

employees, company is now a large supplier of veterinary and aquaculture medicines

for domestic market with over 300 outlets in all 63 cities and provinces of Viet Nam..

To reach this final achievement, Bio-Pharmachemie has taken great care in each small

step, starting up with the recruitment activity:

- Recruitment is one of the most effective works conducted in the company. Every

year, the new recruited employees work very hard, have excellent professional skills,

and develop their own ability and knowledge to the maximum. These manifestations

can prove the effectiveness of the recruitment activity in the company.

7/29/2019 5. la la la la


18 - Recruitment policy in Bio-Pharmachemie is very flexible and suitable for every

different kind of jobs and tittles. Human resource management has done a good job in

making sound, clear and practical recruitment plans. Thanks to these plans, almost

100% of current employees are working at the positions which are the most suitable

with their ability and expectations.

- Recruitment activity is conducted regularly once a year, or sometime more than once

a year whenever it is necessary. The activity is always being well-planned and

carefully prepared. It ensures the quality and the effectiveness of the recruitment

process and the employees.

2.2.2 Shortcomings and Causes

Besides the achievements, the existing shortcomings have influenced the effectivenessof recruitment activity in particular and the business operation of Bio-Pharmachemie in

general.

(i) Inadequate number of employees: Currently, the number of employees working

in some specific fields is still deficient and limited; especially company is often lack of

qualified engineers and skillful workers. It leads to the overloaded working, the

reduction of productivity and affects directly on the results of manufacturing and

trading of the whole company. The cause of this shortcoming is laid under the

ineffectiveness of calculation of the recruitment demands.

(ii) Few people knowing the recruitment announcement and applying for the jobs:

During the period of recruitment every year, there are not many applicants applied for

the jobs. These applicants often come from the same source of recruitment, their ability

and skills are quite similar to each other. Thus the recruitment staff often finds it

difficult to select the right person for the right job, due to the poor range of applicants.

The main cause is the effectiveness of recruitment sources and recruitment channels.

(iii) Limited practical effectiveness of recruitment plans: The recruitment plans

sometime still cannot show its effectiveness in full, lead to the low quality of

recruitment process and results. It is due to the limitation of company’s budget and

facility for recruitment activity.

7/29/2019 5. la la la la


19 CHAPTER THREE: RECOMMENDATIONS FOR IMPROVEMENT OF

RECRUITMENT PROCEDURE IN BIO-PHARMACHEMIE JOINT-

VENTURE COMPANY

3.1 Outlook of the Recruitment activity in the futureIn the ceaselessly developing society nowadays, human resource will prove its

importance as an extremely valuable resource in every company. Human always seek

for improvement and perfection, the standard of qualifications will, therefore, go

higher and higher. Recruitment is an art which requires the employer to be flexible in

every single step. Thus, to meet the demand of the market in time, the people who do

Recruitment activity need to keep up with the time, make change when necessary, in

mind and in practice.In the future, Recruitment activity will soon attract more attention and investment from

any company who want to survive in this strict competition.

3.2 The company’s oriented development of Recruitment activity

- In 2012, the company strives to widen the range of manufacturing and trading

business, increase productivity and quality of products, put up sales revenue to 130

billion VND and raise profit by 23% compared to year 2011.

- In the next 5 years (from 2012 to 2017), company’s target is to increase the current

total number of factories from 4 to 7 and offer job for nearly 1,000 laborers,

continuously improve and uphold high quality of both staff and products.

- The company hopes to successfully recruit a hardworking, highly skilled and

professional staff, in order to increase the labor productivity, save cost and increase

profits.

3.3 Recommendations for improvement of Recruitment procedure:

Based on 3 shortcomings and their causes analyzed above, in this part I will present

some suggestions and recommendations for the improvement of those shortcomings.

The solutions is presented in the equivalent order of the shortcoming in part 2.2.2

7/29/2019 5. la la la la


20 (i) Improve the effectiveness of calculating and forecasting recruitment demands

The formula for calculating recruitment demands is still lack of some important

elements which can affect significantly, such as the rate of quitting jobs of employees,

the unexpected changes in manufacturing and trading plan of the company, etc. This

formula should be revised more frequently to keep up to date with the changing

environment. Moreover, maybe because the Human resource management is working

without strong linkage to other departments, which have the practical recruitment

demands, it leads to the ineffectiveness of calculation. Therefore, my recommendation

is that the Human resource management should keep close contact with other

departments in the company in order to define the recruitment demands more exactly.

(ii) Improve the recruitment channels

The most effective way to draw attention of laborers is to make the announcement

through the recruitment channels as attractive as possible. Beginning with detailed and

positive job descriptions, company should also focus on stating the benefits offered to

employees. Moreover, every year, during and after the recruitment period, the Human

resource department should do a survey to verify the effectiveness of the recruitment

channels, in order to enhance channels which works most effectively, and to stop using

channels which does not.

(iii) Revise the recruitment plans in both short-term and long-term

- In short-term, the Human resource department should cut down unnecessary cost for

ineffective recruitment channels so that the recruitment plan could be invested more in

important steps such as the knowledge test or the interviews. Moreover, the recruitment

plans should be made more practical, in conformity with the actual conditions of

company and revised more frequently.

- In long-term, the Board of Directors should take more care for the recruitment

activity, namely to invest more budget for this activity. Encouraging the recruitment

staff is also a way to enhance them to work more effectively under the limitation of

company’s conditions.

7/29/2019 5. la la la la


21

CONCLUSION

0

Doing research in human resource management and the recruitment procedure helps

me to apply valuable knowledge of Business Administration gaining from studying

process in Foreign Trade University. Moreover, internship at Bio-Pharmachemie Joint-

Venture Company gives me an opportunity to compare knowledge with reality.

Within the framework of the report and my knowledge, I do try my best to present and

summary the Recruitment activity in Bio-Pharmachemie Joint-Venture Company with

following contents:

Beginning with the brief history of development and business operation, I would like to

draw an overview picture of Bio-Pharmachemie since the establishment up to now

when its products are various.

Chapter 2 brings the more detailed look into the Recruitment situation and the

recruitment procedure of Bio-Pharmachemie Company. I have tried to describe the

situation carefully with the recruitment steps of two example positions, and keep

information as clearly and carefully as possible but still keep it very succinct.As the last part of Chapter 2 mentions the achievements and shortcomings and their

causes, the last Chapter surely finds the solutions to solve the difficulties stated above

so as to promote the quality and the effectiveness of recruitment procedure in Bio-

Pharmachemie. As recommended from my point of view, hopefully the ideas can

somehow be helpful.

The last words are my best wishes for the development on-keeping situation of the

human resource management and recruitment activity in Bio-Pharmachemie in the

future when the company has tried to apply different methods to improve the

shortcomings and reach the set up target, keeping the rank as one of the leading

manufacturer firm for veterinary and aquaculture medicines throughout the country.

7/29/2019 5. la la la la


22

REFERENCES

1. Bio-Pharmachemie Joint-Venture Company, 2009, 2010, 2011, Financial

Statements, Ho Chi Minh City.

2. Bio-Pharmachemie Joint-Venture Company, 2011, Internal Human resource

survey, Ho Chi Minh City.

3. Gary Dessler, 2008, Human Resource Management , Pearson Publisher

4. Hoàng Văn Châu, Làm thế nào để viế t t ố t một luận văn khoa học,

http://qtkd.ftu.edu.vn/.

5. Vũ Cao Đàm, 2002, Phương pháp luận nghiên cứ u khoa học, Science and

Technology Publisher, Ha Noi.

6. www.tutebox.com, January 26, 2011, Roles and Responsibilities of Human

Resource Department/Manager

7. Wesite of Bio-Pharmachemie Joint-Venture Company,

http://www.biopharmachemie.com/

8. Website of Department of Planning and Investment in Ho Chi Minh City,

http://www.dpi.hochiminhcity.gov.vn/.

http://www.dpi.hochiminhcity.gov.vn/

http://www.dpi.hochiminhcity.gov.vn/

5. la la la la

Documents