Table of Contents

CHAPTER 1: INTRODUCTION ................................................................................................................. 3

1.1 REASONS TO CHOOSE THIS TOPIC: ................................................................................. 3
1.2 PURPOSES OF THE REPORT: ................................................................................................... 3
1.3 THE METHODOLOGY: ................................................................................................................. 4
1.4 LIMITATIONS:................................................................................................................................ 4
1.4.1 Space sphere: ............................................................................................................................... 4
1.4.2 Timeframe: ................................................................................................................................... 4
1.5 THE ORGANIZATION OF THE REPORT: ................................................................................ 4
CHAPTER 2: STUDYING ABOUT ACACY Co., LTD’S OVERVIEW: .................................................. 6
2.1 THE PROCESS OF FOUNDATION AND DEVELOPMENT OF THE COMPANY .............. 6
2.1.1 General information about ACACY Co., ltd: .............................................................................. 6
2.1.2 The process of foundation and development of the company ...................................................... 8
2.2 FUNCTIONS, TASKS AND DEVELOPMENT ORIENTATION OF THE COMPANY ........ 8
2.2.1 Functions ...................................................................................................................................... 8
2.2.2 Tasks: ........................................................................................................................................... 8
2.2.3 Development orientation of the company .................................................................................... 9
2.3 ORGANIZATIONAL STRUCTURE AND THE PERSONNEL SITUATION OF ACACY
CO., LTD ................................................................................................................................................. 9
2.3.1 Organizational structure ............................................................................................................... 9
2.3.2 The personnel situation of ACACY Co., ltd .............................................................................. 10
2.3.3. ACACY Co., ltd -Labour structure by age : ............................................................................. 10
2.3.4 ACACY Co., ltd -Labor structure by level ................................................................................ 11
2.3.5 ACACY Co., ltd -Labor structure by gender ............................................................................. 11
2.4 THE RESULT OF PRODUCTION AND BUSINESS OF THE ACACY Co., ltd 2015-2016 12
2.5 INTRODUCE ABOUT RECRUITMENT DEPARTMENT ACACY Co., ltd ......................... 14
2.5.1 ACACY Co., ltd -Organizational structure ............................................................................... 14
2.5.2 Functions and tasks of Recruitment Room ............................................................................... 15
CHAPTER 3: ANALYZING ABOUT THE SPECIFIC STATUS OF ACACY CO.,LTD ....................... 17
3.1 The theory of human resources ..................................................................................................... 17
3.1.1 What is manpower and human resources ................................................................................... 17

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 3.1.2 What is human resource management (HRM) ? : ..................................................................... 18
3.2 The content of human resource management activities ............................................................. 18
3.2.1 Human resource planning .......................................................................................................... 18
3.2.2 To attract and seek human resources (HR): ............................................................................... 21
3.2.3 Training and developing human resources in a company .......................................................... 23
3.2.4 The role of HR management to the enterprise: .......................................................................... 24
3.2 ANALYZING ABOUT THE SPECIFIC STATUS OF ACACY CO.,LTD .............................. 24
3.2.1 Factors affecting recruitment activities in ACACY CO.,LTD................................................... 29
3.2.2 Analyzing about the status of ACACY CO.,LTD...................................................................... 31
Chapter 4: Evaluations and suggested solutions ....................................................................................... 40
4.1Evaluations ....................................................................................................................................... 40
4.1.1 Advantages:................................................................................................................................ 40
4.1.2 Disadvantages: ........................................................................................................................... 41
4.1.3 ACACY CO., LTD’s prospects ................................................................................................. 42
4.1.4 Orientation to perfect the personnel recruitment work of the company .................................... 44
4.2 Suggested solutions ......................................................................................................................... 44
4.2.1 Setting up recruitment plan a detailed way ................................................................................ 44
4.2.2 Focusing on candidates who are students .................................................................................. 46
4.2.3 Building a system of review criteria more specific and defined ................................................ 46
4.2.4 Revaluating recruitment process at the end of the process ........................................................ 47
Conclusion ............................................................................................................................................. 48
References:............................................................................................................................................. 49
Appendix ................................................................................................................................................ 50

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 CHAPTER 1: INTRODUCTION
1.1 REASONS TO CHOOSE THIS TOPIC:
Nowadays, when Viet Nam has entered the market economy, business is continuing
to develop and expand the scale of business as well as organisation to meet economy.
To achieve this, business should notice to resources available and seek new
resources outside the enterprise. Moreover, the most important resource which the
enterprise is interested in is about the human and people. If a company wants to
maintain and optimize their organisation, they have to put the people first because
they are people who direct to conduct activities that were set up and they take part
in manufacturing operations, operate machinery and directly create products, which
is revenues for the business. Therefore, a human plays a decisive role in the success
or failure of the enterprise.
To recognize and appreciate the human resources accurately, it requires
administrators to have an overview and comprehension. In large enterprises, the
management of human resources faces many difficulties. The process of searching
and selecting appropriate people will take too much time and effort of the enterprise.
To solve this problem is really hard for companies, especially large enterprises who
want to expand the scale of opereration across the country.
Therefore, I decided to choose the topic is “Analyzing about the status of human
resource management of the ACACY CO., Ltd” as the report subject. I hope with
the amount of my knowledge and experience which I accumulated while I worked
in my company, I could equip myself with both wide-range knowledge and
necessary skills to apply in working conditions such as communication skills, self-
motivation skills, time management skills, etc.

1.2 PURPOSES OF THE REPORT:

- Widening the general knowledge about a human resource company to people
- Suggesting some solutions for the company’s problems
- Analyzing the results of internship course after three months

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1.3 THE METHODOLOGY:
Quality Method
I will use the quality method, which is a natural observation that involves studying
the spontaneous behaviour of participants in natural surroundings. By this method,
I will be able to observe the activities of my seniors while they are working. From
that, I can learn more about my job and provide information for my report.
Quantitative Data
I will also use the quantitative data method because it emphasizes objective
measurements and the statistical, mathematical, or numerical analysis which is
collected through polls, questionnaires, and surveys, or by approaching pre-existing
statistical data using computational techniques, so that we will be able to understand
more about the company as well as the issues which I have mentioned.

1.4 LIMITATIONS:
1.4.1 Space sphere:
Human Resource Department of the ACACY CO., Ltd which contains nine
people: three recruitment officers and six interns.
Human Resource Department of the ACACY CO., Ltd has an employee force of
Recruiment Department and Create Source Department include: 29 people

1.4.2 Timeframe:
The data was collected at the company from 2016-2018 including some charts
about organizational structure, the result of the company annual, the recruitment
process of ACACY Co., Ltd, and so on.

1.5 THE ORGANIZATION OF THE REPORT:

The report contains four chapters:
Chapter 1: Introduction
Tell about reasons to choose this topic, the purposes, methodology and
limitation as well as the organization of the report.
Chapter 2: Studying about ACACY company’s overview:
2.1 The process of foundation and development of the company
2.2 Functions, tasks and development orientation of the company
2.3 Organizational structure and the personnel situation of ACACY Co., ltd
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 2.4 The result of production and business of the company
2.5 Introduce about Recruitment Department
Chapter 3: Analyzing about the specific status of ACACY CO., ltd:
3.1 The theory of human resources
3.2 Analyzing the specific status of ACACY CO., ltd.
Chapter 4: Evaluations and suggested solutions:
4.1 Evaluations
4.2 Suggested solutions for problems

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CHAPTER 2: STUDYING ABOUT ACACY Co.,
LTD’S OVERVIEW:
2.1 THE PROCESS OF FOUNDATION AND
DEVELOPMENT OF THE COMPANY
2.1.1 General information about ACACY Co., ltd:
- The company’s name: ACACY Co., ltd
- Logo:

-Head office: Room 1901 Saigon Trade Centre Building, No.37 Ton Duc Thang,
Ward Ben Nghe, District 1, Ho Chi Minh City, Viet Nam.

6
 Tax code:0311183243
- Phone number: +842873088009
- Email:contact@acacy.com.vn
- Website: http://www.acacy.com.vn/
- Business Registration Certificate 23/09/2011
- ACACY Co., ltd is an enterprise specializing in HR consulting, management
consulting, business operators. It is also the leading enterprise in the field of
providing personnel in the Consumer goods industry, cosmetics, manufacturing and
distribution.
The ACACY company’s service:
- Providing human resources (mainly): recruiting and managing staff for customers
including summarize wage and being representive for the customers to contact with
the employees.
- Calculating wage: building payroll regarding the welfare program for the customers,
and the summarize wages will make sure that the employees will declare their tax
and social insurance.
- Market research: Checking the results on display in the shop and market analysis
reports.
- At present, the company is managing directly team product specialist (PS) Unilever
Cosmetics Industry, bottled water Industry Suntory Pepsico Vietnam, refrigeration
industry, technology at the stores, Samsung’s agencies and other industries are
located in cities across the country.

7
2.1.2 The process of foundation and development of the
company
HISTORY :
- In 2008, building ideas about the company
- On September, 23 th2011: Acacy officially established and the main office was set
up at No. 120 Phan Dang Luu Street, Phu Nhuan District.
-On May, 3th 2012 the company moved to 40/17/16 Nguyen Van Dau, Binh Thanh
and developed five branch offices in Ha Noi, Hai Phong, Vinh, Da Nang, Can Tho.
-After two years of establishment, the number of employees increased from 400
(January, 11th 2011) to 580 people ( July, 11th 2013).
- Currently, the company manage human resources for Samsung and Unilever with
around 6000 employees nationwide.

2.2 FUNCTIONS, TASKS AND DEVELOPMENT

ORIENTATION OF THE COMPANY
2.2.1 Functions
The main function of the company is to provide and manage source labour domestic
according to customers’ requirements. The company conducted the management
consulting activities about salary’s problems regarding social welfare salary of the
customers. At the same time, they made a market research based on the needs of
their partners, in order to find the multinational corporations that wants to enter the
new market.

2.2.2 Tasks:
- To organize and operate in accordance trades registered with State Agencies.
- To develop business apparatus, organizational stability, expand the scale of
operations.
-To exploit capital and invest facilities to fit the nature of work.
- To make mode financial statements in accordance with regulations of the
Ministry of Finance, to ensure the accuracy of financial statements.
- To follow the regulations of Ministry of Labor, War Invalids, & Social Welfare on
the
signing of labour contracts

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2.2.3 Development orientation of the company
Within 5 years, ACACY will be the leading company in the field of human
resources management in Vietnam by providing a service that reliable, affordable
based on a combination of business experts and information technology and media.
ACACY desire to help customers focus more and more efficient on the core
business activities of customers.

2.3 ORGANIZATIONAL STRUCTURE AND THE

PERSONNEL SITUATION OF ACACY CO., LTD
2.3.1 Organizational structure
Different from other company’s organization structure, Acacy focus aims to
provide customers with the best HR solutions.
Managing Director: who holds the highest position in the company and
responsible for deciding all these strategies on human resources, solving the
problems of finance, foreign relations, providing a training program on soft skills
for the staff.
Director directly manages 7 parts in the company:
a/ Business Development: Is responsible for finding and maintaining long-term
relationships and negotiating terms, prices and conditions.
b/ Human Resource Department: Controlling, resolving and making decision-
related departments, the HR department is divided into two small parts: recruitment
and manage department's salaries and benefits.
c/ Accounting Department: Responsible for control, resolve financial issues such
as pay expenses collaborators , staff salaries,etc.
d/ Training & Development Department: Is responsible for managing training
plans, organizing training programs and training candidates for projects of
customers.
e/ Information Technology Department: Manage and control problems on the
internal network, the system of customer interaction with business, support to repair
machinery in the company etc.
f/ Quality Control Department: Is receiving, and processing the images, and the
image quality of the projects submitted on. In addition, the department will evaluate
the strict standards of customers: colour, size, quality, so on from photographs,
catalogues follow the standard the customers sent over, etc.

9
g/ Project Department: Control all the activities of a project from the recruitment
of new staff to arrange a time for training, reporting to customers and resolve their
complaints.
Chart 2.1: Organization Structure

Managing Director

Human Training & Information Quality Project

Business Accounting Development Department
Resource Technology Control
Development
Department Department Department Department Department

2.3.2 The personnel situation of ACACY Co., ltd

Up to the present time, ACACY Co., ltd has over 5,000 members in six offices
across the country. Separately, at the headquarters of Binh Thanh District, Ho Chi
Minh City, ACACY has 200 members.

2.3.3. ACACY Co., ltd -Labour structure by age :

Chart 2.2: Labor structure by age

Over 45
0% 10%
From 20-24
10%

From 25-45
80%

(Source: Human Resource Department in 2016)

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With 200 people working at the headquarters of Binh Thanh district with 10% of
employees between 20-24 years old, the highest age accounted for 80% rate from
25 to 45, and finally, aged 45 years or up 10% proportion.
Workforce aged 25 to 45 account for higher, which is fully human has the
knowledge, experience and work skills necessary to help operate the organization
At the same time, the working environment at ACACY high pressure from
customers, partners, employees should be required to have the appropriate age to be
under pressure.
Aged from 20 to 24 accounted for a reasonable rate, because at this age most are
new students out of school, the experience is still limited. But the biggest advantage
of this age is the creativity, attitude and gain more knowledge is very high. Promote
innovation processes work, and how to operate is very important in order to make a
bigger profit in the economic organization.
Ages from 45 and older, manpower at this age often hold senior positions in the
company. These human role in making key decisions and solve problems related to
the organization.
Overall, manpower structure by age at ACACY is at an appropriate level to ensure
the stability of the organization.

2.3.4 ACACY Co., ltd -Labor structure by level

In addition, when hiring personnel to work at ACACY, candidates besides the
differences of experience, knowledge and skills to work, all candidates that
participates in Acacy must have graduated high school or a higher eudcation.
Currently headquartered in Binh Thanh District, 10% of qualified manpower
estimated and the remaining 90% in the level of Colleges, Universities and or
higher education.

2.3.5 ACACY Co., ltd -Labor structure by gender

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 Chart 2.3: Labor structure by gender unit: a person

250

200

150

100

50

0
2015 2016
Female 97 123
Male 65 77

(Source: Human Resource Department in 2016)

In 2015, personnel in Binh Thanh District headquarters total of 162 employees with
structure included 65 male employees(representing 40.12%) and 97 female
employees (accounting for 59.88%). To 2016, the workforce increased by 200
employees. Among them, 77 were male employees (accounting for 38.5%) and 123
female employees (accounting for 61.5%).
In 2016, Ms Nguyen Thi Phung Tien, head of HR, negotiated and signed many
contracts with companies, from large corporations to small corporations. From that,
investment and expansion of the headquarters is essential. In my opinion, the current
growth of staff is a good sign for the ACACY Co., ltd -organization. It proves
efficient business operations at this company.

2.4 THE RESULT OF PRODUCTION AND BUSINESS OF THE

ACACY Co., ltd – 2015-2016

12
 Chart 2.4: The result of production and business annual of the ACACY
Co., ltd (2015-2016)
Unit: percentage
Difference
Target 2015 2016
Quantity Proportion
Net Revenue
23,540 29,070 5,530 23,49%
(1)
Total
15,250 17,100 1,850 12,13%
(2)
Gross Profit
8,290 11,970 3,680 44,57%
(3)=(1)-(2)
(Source: Financial and Accounting Department )
Comment:
Looking at the table, we see in 2016 revenue reached 29.707 million VND, while
other companies rose 5.530 million VND compared to the same period in 2015, an
increase of 23.49%. The reason for such growth is due in 2016 to boost the supply
of human activity, complete recruitment department. Also, apart from access to
many new customers who want to penetrate the domestic market. (ACACY’s
document) (Source: Human Resource Department 2016)
The total cost of service operations and internal service is 17.100 million, an
increase of 1.850 million (12.13%) compared to the year 2015. The increased costs
come from the expansion of the scale of resources to meet the needs of customers
across provinces into the country. In addition, the new costs for maintaining the
policy of collaborator to provide manpower for the company. In 2016, gross profit
reached 11.970 million. Compared to the year 2015 gross profit rose 44.57%
specifically 269 million.
The total cost of service business operations and internal service is 17,100 million
VND, an increase of 1,850 million (12.13%) compared to 2015. The increase in
expenses from the expansion of the operation scale resources is really necessary to
meet customers’ needs across provinces and cities nationwide.
In addition, the new costs for maintaining policies CTV provide manpower for the
company. Gross Profit in 2016 reached 11.970 million. Compared with 2015 pre-
tax profit increased by 44.57% (269 million VND).

13
Overall, in 2016 due to a significant improvement in terms of organization as well
as recruitment room of HR department, HR department was divided into two small
parts: the recruiting part and Create source part which supports each other.
Additionally, consolidated operating apparatus becomes uniform at the
headquarters nationwide. Therefore, business should become smoother.

2.5 INTRODUCE ABOUT RECRUITMENT DEPARTMENT

ACACY Co., ltd

2.5.1 ACACY Co., ltd -Organizational structure

Chart 2.5: Organizational structure of the ACACY Co., ltd -HR
Department

HR Manager
Nguyen Thi Phung Tien

HR Supervisor
Nguyen Thi Ngoc Tram &
Nguyen Thi Chau Ly

C&B Executive HR & Admin C&B Staff

(Source: Human Resource Department 2018)

14
 The organizational structure of personnel in the entire headquarters nationwide
ACACY mainly modelled with the head Nguyen Thi Phung Tien. The next
position is the C & B staff, personnel recruitment, personnel administration staff,
etc.
Currently recruiting room in Binh Thanh District headquarters staff in charge of
many different projects:
Chart 2.6: ACACY Co., ltd -The structure of Recruitment Room’s staff
Unit: person
STT Position Project Quantity
Unilever 4
Budweiser, Wigley 2
1 Recruitment Suntory Pepsico 3
Vietnam
Samsung 3
2 Input - 3
3 Raise - 2
4 Deputy - 1
5 Manager - 1
(Source: Human Resources Department 2016)

2.5.2 Functions and tasks of Recruitment Room

2.5.2.1 Functions
- The Recruitment Room is a part of the internal resource, where it supplies and
conducts the requirements from both large and small projects for partners and
customers.
- Tackling of issues related to internal personnel, as well as the human issue and the
customers’ requirements.
- Proposing and conducting the solutions to improve the human resources of the
organization.
- Increasing the cost to bring the maximum benefit to the organization
-Maintaining the relationships with the supply of human resources, create long-
term relationships with them.
2.5.2.2 Tasks
-To receive and handle internal personnel requirements, resolve personnel problems
quickly and efficiently within the company to maximize the operations organization.

15
−To conduct human requirements from the partners such as Unilever, Pepsico,
Budweiser, Wigley,…on the internal company system. Complete and supply the
manpower needed in the area according to the project requirements..
− To receive and process the applications of candidates across the country, avoid
delays that cause loss of time as well as to limit the loss of key performance indicator
(KPI)
− To establish and maintain the network of the employees in a certain region across
the country.

16
 CHAPTER 3
ANALYZING ABOUT THE
SPECIFIC STATUS OF ACACY CO.,LTD
3.1 The theory of human resources
3.1.1 What is manpower and human resources

*What is manpower ?

In General, manpower means the number of people working or is available for work
or service in the work industry.

In economics, manpower means the total labor force of a nation. The definition of
manpower surplus means that there are more people than available job, while
manpower deficit mean there are fewer people than jobs.- this includes both men
and women. (Business Dictionary)

In an organization the manpower needed for a particular work and in future is

estimated and planned through different techniques available. This concept is
called manpower planning.

*What is human resources ?

William R. Tracey, in "The Human Resources Glossary," defines Human Resources

as: "The people that staff and operate an organization," as contrasted with the
financial and material resources of an organization. A human resource is a single
person or employee within your organization. Human resources refer to all of
people who you employ.

“Human Resource is also the organizational function that deals with the people and
issues related to people such as compensation and benefits, recruiting and hiring
employees, on boarding employees, performance management, training,
organization development and culture, and advising senior staff about the impact
on people of their financial, planning, and performance decisions on the people in
the organization.” (BY SUSAN M. HEATHFIELD October 29, 2018)

17
3.1.2 What is human resource management (HRM) ? :

“Human resource management means the process of hiring and developing

employees so that they become more valuable to the organization.

Human Resource Management includes conducting job analyses, planning

personnel needs, recruiting the right people for the job, orienting and training,
managing wages and salaries, providing benefits and incentives, evaluating
performance, resolving disputes, and communicating with all employees at all
levels.” (Business Dictionory)

3.2 The content of human resource management activities

3.2.1 Human resource planning

3.2.1.1 What is human resource planning (HRP)

“Human resource planning is the continuous process of systematic planning to

achieve optimum use of an organization's most valuable asset — its human
resources. The objective of HRP is to ensure the best fit between employees and
jobs while avoiding manpower shortages or surpluses. The four key steps of the
HRP process are analyzing present labor supplies, forecasting labor demands,
balancing projected labor demands with supply and supporting organizational goals.”
(Investopedia)

“Human Resource Planning (HRP) is the process of forecasting the future human
resource requirements of the organization and determining as to how the existing
human resource capacity of the organization can be utilized to fulfill these
requirements. It, thus, focuses on the basic economic concept of demands and
supplies in context to the human resource capacity of the organization.” (MSG
management study guide)

3.2.1.2 What is the role of human resource planning (HRP)

- To make sure that an organization is always active about personnel.

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- To ensure that an organization always has enough the number of staffs with its
necessary skills at the right time.

- To avoid the risk of using employees

- To help administrators to identify the orientation of the organization clearly.

3.2.1.3 The process of human resource planning (HRP)

Chart 3.1: The process of human resource planning (HRP)

( Source: Internet)

3.2.1.2 Job Analysis:

* What is job analysis ?

“Job analysis, contains a simple term called "analysis", which means detailed study
or examination of something (job) in order to understand more about it (job).

19
therefore job analysis is to understand more about a specific job in order to optimise
it. Job analysis is a systematic process of collecting complete information pertaining
to a job. Job analysis is done by job analyst who is an officer has been trained for it.

Job analysis is a procedure through which you determine the duties and
responsibilities, nature of the jobs and finally to decide qualifications, skills and
knowledge to be required for an employee to perform particular job. Job analysis
helps to understand what tasks are important and how they are carried on. Job
analysis forms basis for later HR activities such as developing effective training
program, selection of employees, setting up of performance standards and
assessment of employees ( performance appraisal) and employee remuneration
system or compensation plan.”(HRM for student)

* The process of job analysis:

Step 1: To identify the purpose of using the job analysis. And we need to define the
purpose of using of the information we determine methods to collect information.

Step 2: To collect basic information. Analysts review basic information such as

organizational charts, diagrams and tables workflows existing job description if
available. Finally, the table current job description, if available, will help us build a
job description more complete.

Step 3: To select the typical job. This is necessary when there are many similar work.
This helps save time to analyze the work in production lines.

Step 4: To collect information and analyze job. Using the method to collect
information related to the activities, attitudes, conditions of work, personality and
ability, etc.

Step 5: To check information with members. We need to check the information that
was collected with workers who do this work and supply direct to administration.
This helps get the sympathy of the person about job analysis because they have the
opportunity to review the work they perform.

20
Step 6: To conduct job description and description of work standards. After a
complete description of the job analysis, managers must prepare two basic
documents – these are the job description and description of work standards.

3.2.2 To attract and seek human resources (HR):

3.2.2.1 What is to attract human resources process:

Attracting human resources is the process of searching, recruiting is considered

qualified, volunteers are applying to work for organizations that are helping to
organize sustainable development.

Source to attract candidates includes two sources: Sources candidates from internal
sources and external sources now.

3.2.2.2 What is the recruitment process ?

a/ The conception of the recruitment process:

“The recruitment process is a process of identifying the jobs vacancy, analyzing the
job requirements, reviewing applications, short-list and selecting the right
candidate.”(www.tutorialspoint.com)

b/ The selection process:

Step 1: To prepare recruitment:

Set up a Recruitment Council, identify quantity clearly, composition and powers of

the Council for recruitment. Studying the text, State and enterprises regulation
related to recruitment. Then identify the selection criteria.

Step 2: Vacancy announcement:

Businesses and organizations can announce recruitment through mass media

channels such as radio, television, internet, so on; notice by the employment
agencies, the company headhunting; Poster in front agencies and enterprises.

21
Specially, vacancy announcements should be concise but clear and contain the basic
information for applicants (qualification requirements, foreign language,
experience, appearance,so on.)

Step 3: Collecting and studying the profile

Studying the profile to record the main information about the candidate, including:

- Education, experience, the process of work.

- Health.

- The level of skills

- Personality, morality, emotions, aspirations ...

Looking at profiles can eliminate candidates who do not meet the standards of work,
no need to other process in recruitment, reducing recruitment’s costs of the
enterprise.

Step 4: Conducting preliminary interview

The appraisal interview are used to remove the unqualified candidates or weaker
than other candidates that we cannot define when we search their profile.

Step 5: Checking by a test

Applying the test forms, testing and interviewing candidates in order to select the
best candidates. The test is often used to evaluate candidates on the basic
knowledge, the ability to practice.

Step 6: Conducting in-depth interview

In-depth interview was used to evaluate the candidates, learn about the many ways
such as experience, qualifications, personal characteristics,etc.

Step 7: Ascertaining the information

22
Ascertaining the information is the process of making clearly what is not clear to those candidates
having good prospects through contact with former colleagues, friends, teachers or leaders former
director of candidates, and so on.

Step 8: Checking the health

Despite satisfaction all elements such as education, knowledge, intelligence, good

character.But if health is not guaranteed, we should not employ.

Step 9: Recruitment decisions

This is the most important step in the entire process of recruitment and selection
decision or eliminate candidates. Employers should conside about the information
system of candidates, then develop a summary of the candidate.

3.2.3 Training and developing human resources in a company

a/ What is training in a company

“Organized activity aimed at imparting information and/or instructions to improve

the recipient's performance or to help him or her attain a required level of knowledge
or skill.” (business dictionary)

b/ What is developing in a company

“To train, evolve, and/or progress an individual or idea for a more focused reason.
In the case of individuals, some companies feel it is better to develop leaders from
within a company, and allow individuals the opportunity to rise, rather than to hire
leaders from outside.” (business dictionary)

c/ The purpose of training and development in a company

In general, an organization’s training and development practices are its intentional

efforts to improve current and future performance by helping employees acquire the
skills, knowledge, and attitudes required of a competitive workforce. “Training
offers the hope of increased competitiveness for firms through raising skill levels,
productivity and value added .For trade unions and professional associations, and
training enhances members’ expertise facilitating negotiations for pay and status.

23
For individuals, education and training can increase knowledge and opportunities,
give access to more highly rewarded work and reduce the prospect of
unemployment. Within firms, training and development is a key element of human
resource management. Work practices such as employee involvement, team
working or merit-based pay can be enhanced as a result of employee development.
Training also allows organisations to adapt to changes in the business environment
especially in the introduction of new technology. Training and development may
also serve a social function, helping workers to form friendships and distracting
them from alienating work.” (Tyson, S. 1995)

3.2.4 The role of HR management to the enterprise:

In organizations, the human factor is crucial to the survival and development of the
organization. Because the fierce competition in the market, businesses want to
survive and develop. They must improve its organization towards compact, dynamic
in which the human element have deciding role.

Study human resource management enables administrators to achieve purpose

results through others. An administrator can set up a complete plan, build diagrams
clearly organized, systematic examination of modern, precision, etc ... but the
administrator can still fail if you do not know the right people for the right things,
or do not know how to encourage employees to work. To administer effectively,
managers need to know how to work and get along with others, know how to entice
others to follow them.

3.2 ANALYZING ABOUT THE SPECIFIC STATUS OF

ACACY CO.,LTD

During the period of learning and working in ACACY CO., LTD. I noticed that the
HR department in ACACY CO.,LTD has many limitations. So my report will focus
on analyzing the array employed in the business. From that, I will show
advantages and disadvantages of this and then give some solutions to help the
company improve their process in the future.

24
Chart 3.2: The process of recruitment at ACACY.,LTD

Process
Steps Department

Reception personnel
Departments
requirements which need
A1
new
employments
Discussion
No with
Approval department
A2 Head of HR
Yes

Recruitment announce
A3

Receive applications

A4 Recruitment
Department
No
Temporary
Select Storage
A5
Yes

Synthetic records

Selection
A6
Department

25
 A7

Selection
No Temporary Room
Interview 1 Storage

Yes
A8
Verify and investigate

No Temporary
Interview 2 Storage A9

Yes Selection
room
Probation A10
and head of
department
No where need to
Temporary
Evaluate Storage
recruit
A11

Yes

Recruitment decisions A12

Source: HR Department

Explain the process:

Step A1: Receiving requirements about human

HR department, namely recruitment room receive requirements about human

from other departments.

Step A2: Approval

Recruitment room synthesize records to the Head of HR to considering and

approving recruitment needs. If it is reasonable, it will move to step A3.

26
Conversely, if the recruitment demands is unreasonable, head of HR will directly
contact other departments to discuss more detailed about recruitment needs .

Step A3: Recruitment announcement

From information on vacancies as job titles, salary, job description, remuneration

policies ... recruitment room will set up recruitment announcement for vacancies.

After completing the recruitment announcement, recruitment romm conduct contact,

post on the mass media as the Internet, radio, television, newspapers and so on to
attract candidates. After completimg the above work, move on to the step A4.

Step A4: Receiving records

From recruitment announcement, recruitment deparment gather records. After

finishing, they move to Step A5.

Step A5: CV screen

Based on the criteria for recruitment has been set up previously, recruitment
department conduct to CV screen which matches positions. CVs suit job
requirements, we will move to step A6. By contrast, CVs are inappropriate, they are
used for backup in case of lack of candidates.

Step A6: Synthesize records

Synthesizing fit applications in A5 step. After each recruitment process, records will
be saved. Recruitment staff will transfer candidates’ data to trainees, collaborators,
employees probation ... so that they directly contact to know whether they want to
apply this job or not .

Step A7: Interview Round 1

Conducting interview preliminary for candidates. It helps the recruitment

department approach the candidate to understand the primary features of the
candidates and check their information.

Recruitment department will contact with candidates by phone in exchange for 15-
30 minutes to discuss their work and requirements which need to apply for the job.
They also held a short test to assess preliminary about candidates.

After the interview, appropriate records will be transferred to A8 step and records
fail will be saved and may consider in case lacking records.

27
Step A8: Background investigation

From these records within preliminary interview round 1, recruitment room will
contact each candidate’s reference person to determine the ability, previous work
experience of the candidate. This step helps recruitment room have better
understand candidates and find potential candidates for the position.

Step A9: Interview round 2

Candidates have passed the preliminary interview. They will be contacted by

recruitment room to make an appointment about time and place of the interview
round 2. Council will direct interviews candidates . The interview process takes
place from 15 to 30 minutes.

After 2 rounds , Council will consider and select the optimal candidate and the
best fit for the position, suitable candidates will move to step A10.

Step A10 and A11: Probation and assessing

When candidates achieve interview, they will be signed employment contact and
by HR department for 2 months. The aim is for candidates to adapt the new
working environment and HR department can assess actual ability of the
candidates. At ACACY, candidates in probation will receive full benefits and
salary as being official members.

After 2 months, representatives of departments and staff directly recruited evaluate

candidates on the following criteria:

Chart 3.3: Evaluating the result working for the trainee

28
 Assessing The progress of working Result

Pass 80% or below 85% or over

Fair From 70% to 80% From 70% to 85%

Medium From 50% to 70% From 60% to 70%

Fail Lower 50% Lower 60%

Source: HR Department

If candidates are appropriate with this job, move to step A12. Conversely,
candidates are inappropriate, HR Department will contact and consider
candidates who passed the interview round 2 to choose the right person.

Step A12: Making the decision for recruiting

HR departments will conduct to sign an employment contract in a period of 1 year

with the salary agreed in the interview process with other policies of the company
and end the recruitment process.

3.2.1 Factors affecting recruitment activities in ACACY

CO.,LTD
3.2.1.1/ Influencing factors from the external environment

a/ Economy:

Growing economy brings many advantages as well as many challenges that

organizations need to be resolved. Economic development can improve the life of
employees, revenue steady growth which takes care of staff’s life better but the
standard of living which also increases, workers demand more on welfare policies,
remuneration,etc. Therefore, organizations always change recruitment policy,
remuneration to attract candidates that significantly affected the activity of HR in
the organization.

b/ Cultural elements – social elements:

Cultural differences influence the element recruitment to be done. For each

candidate, each person has different personality to adapt the culture of candidates
that will help create opportunities to understand and evaluate candidates. At the

29
same time, understanding the culture of each region to create favorable conditions
for the executives in the human resources management in the area.

c/ Population in Vietnam:

Vietnam's population reaches about 94 million people. Among them, more than 13.8%
(2017) of labor force age between 15-24 years of age and about 59.5% (2017) of
the workforce from 25-49 years of age by 2017. Together, the preliminary 2017
labor rate of working age which has been trained to reach 21.4% . So we can find
the labor force in Vietnam is abundant, but because of lacking of skills and expertise
of recruitment which are also lead to unemployment status now.

This creates challenges for employers, as many candidates apply while there is a
low quality of personnel, and this will cause difficulties for the selection stage.

Chart 3.4: The preliminary 2017 labor rate of working age

Source: Internet

d/ Policies – laws:

State apparatus has been stabilized to create more opportunities for businesses to
develop and expand the operation scale. While stimulating multinational companies
to penetrate new markets, intermediaries should provide businesses and solve
problems when they interact with a firm or a person human. Therefore, in the other
hand, they should stimulate recruitment activities in ACACY continuously,while on
the one hand they should focus on providing internal staff to implement the project
from the client, another to complete organization, especially the human resources
department.
30
3.2.1.2/ Influencing factors from the internal environment in ACACY CO.,
LTD

a/ Recruitment policies at ACACY CO., LTD

Recruitment policies affect not only internal recruitment aspects but also
recruitment outside resources. Employment policy is not reasonably lead to
recruitment procedures cause lost time, wasted money. Such as setting up wrong the
recruitment policy or inappropriate remuneration leading to quality human
resources vacancies low, loyalty for low business, time-consuming in the stage and
lose a lot of time and money.

b/ Organizational culture:

Work environment and organizational culture greatly influence the contestant.

Applicants when applying to an organization, they always hope that they will work
in a professional working environment and fun. If the organization has not a good
working environment that will not attract candidates leading to exhausted CV.

At ACACY, staff always adhere to the following principles:

− Respecting for yourself and your colleagues

− Ensuring information security

− Executing the general provisions of the collective

All serve a goal of the collective, the goal become one of the leading companies on
service personnel.

Slogan of ACACY: Excellent Combination. It means that ACACY will cooperate

with customers to make an excellent combination to solve human problems.

c/ Time recruitment at ACACY CO., LTD

3.2.2 Analyzing about the status of ACACY CO.,LTD

Time recruitment significantly affects the recruitment process in the organization.
At ACACY, for each different types of work, it will have time to organize the work
such as planning, recruitment, so on different. But the recruitment of multiple
projects from customers, plus recruitment internal personnel putting a lot of pressure
at work on staff.

31
3.2.2.1 Recruiting process
Recruiting process be absolutely respected and is divided into small parts from the
recruitment department called “create resources part”. Create sources part have the
task of performing the recruiting process to attract candidates, while department also
maintains the relationship between the collaborator, schools, departments in the
region to help the recruitment process becomes quick when ACACYneed personnel
in an any area.

Recrutment process at ACACY CO., LTD includes steps:

Setting up plan

Designing and editing recruitment form

Recruitment announce

Evaluting recruitment process

Source: HR Department

3.2.2.2 Sources to attract candidates

Chart 3.5: The percentage of records from the source recruitment

32
 Sales
61
262

1251
Facebook
Job Page
Collaborator
729
Others

Source: Ms Phuong- Staff Recruitment

According to statistics from the system since the beginning of January to the end of
March this year (2017), consume reports for the position sale assistant (SA) is 2,303
records. It has 1,251 applications collected from Facebook and accounted for 54.32%
of the total records. It accounts the highest proportion in all sources. From there, we
can see the Facebook which has mainlysource in the structure of resume to the
company.

Next, records from job page (vieclam24h, timviecnhanh, myworks ...) accounted for
31.65% (729 records), records are introduced by collaborator accounted 11:38%
(262 records) and the others (colleagues introduced, government institutions ...)
accounted for the lowest rate of 2.65% with (61 records).

Chart 3.6: Recruitment page at ACACY CO., LTD

33
Source: Internet

Through learning from persons who work in ACACY, the reason why job page
has little or very little due to:

− The design is so simple.

− The interface does not attract to employers and candidates.

− The search tool is not optimal, overlaps between information in the data.

− The company has not focused on website marketing to attract employees.

3.2.2.3 The quality of candidates from sources

a/ Facebook source

34
Chart 3.7: The quality of candidates from facebook source in 2017

Sales
2.2
296
387

Apperance
Experience
Skills

142 Attitude
Fail

263

Source: Ms Phuong- Staff Recruitment

During three months, the total number of records from the source Facebook has
reached 1.251 profiles. Based on this data, the number of candidates who have
apperance met requirements is 387 applicants, accountingfor 30.94% of
applications. The number of candidates who have experienced work which meet the
job. It has 263 profiles (21.02%). Next up, candidate have the skills taking up 11.35%
with 142 records. Finally, there are 296 candidates having a good attitude and the
proper communication, they comprise 23.66%. The ratio of applicants who do not
meet any of the criteria is 13.03% with 163 records.

Overall, when compared to other sources, the number of candidates from Facebook
source, facebook source has high quality. The advantage is that this source brings
the amount of records very large and various.

b/ The quality of candidates from job page source

35
 Chart 3.8: The quality of candidates from job page source

72
Sales
126

140 Apperance
Experience
Skills
Attitude
140 204 Fail

Source: Ms Phuong- Staff Recruitment

For Sale Assistant (SA) ,the total of the profile from job recruitment page includes
729 (31.65% ). In that 17.28% profiles reach the appearance criteria, 27.98%
experience and 19.2%, records meet the job skills. Besides, 25.65% records have
good behavior and communication. The ratio of applicants who do not meet any of
the criteria would constitute 9.88% with 72 profiles.

At the present, ACACY is using two job pages :

1. https://www.timviecnhanh.com/
2. https://mywork.com.vn/

c/ Collaborator Source

36
Chart 3.9: The quality of candidates from collaborator source

Sales
32 (12.21%)

67 (25.57%)
48 (18.32)
Apperance
Experience
Skills
Attitude
Fail
41 (15.65%)

74 (28.24%)

Source: Ms Phuong- Staff Recruitment

From the chart we can find that the quality of candidates from source has high skills,
specific proportion 28.24% (74 records). Next, the number of candidates with good
looks accounted for 25.57% (67 profiles), candidates have good attitude and
communication skill accounted 18.32% (48 profiles), candidates with experience
accounting for 15.65% of the corresponding (41 records). And 12.21% unqualified
candidates with 32 candidates.

d/ Other Sources

37
 Chart 3.10: The quality of candidates from other sources

Sales
12 (19.67%)
16 (26.23%)

Appearance
Experience
Skills

9 (14.75%) Attitude
Fail

12 (19.67%)
12 (19.67%)

Source: Ms Phuong- Staff Recruitment

Look at the chart, we see the quality of the records from the source is not good with
26.23% (16 profiles). Compared to the three sources before, the candidate does not
meet the criteria of recruitment accounted for the highest percentage. Besides, the
candidate meets the criteria of appearance, skills, attitude correspond to 19.67%
with 12 profiles. Finally, experienced candidates accounted for 14.75% (9 profiles).

3.2.2.1 Selection Criteria

38
Chart 3.11: Selection Criteria

• Beautiful face, friendly

Appearance • Male is taller than 1m8, Female is taller than
1m6

• Consider the person who has two years

Experience experience

• Good communication
Skills • Clearly voice and speak fluently when talking
to customers

• Patient
Attitude • Hard-working

Source: HR Department

39
 Chapter 4
Evaluations and suggested solutions
4.1Evaluations
4.1.1 Advantages:
Firstly, the recruitment process in ACACY has priority policies from internal
recruitment for management positions. This is a big advantage because it brings
many benefits. To the staff, this policy helps to create an energetic atmosphere in
the company and create incentives for the employees to work enthusiastically and
efficiently . On the business side, prioritizing internal recruitment for senior
positions demonstrate that business has an interest in long-term employees’s career,
this will create a good image for the brand employer. Besides, because they are old
employees so they will not have to spend a lot of time to integrate, adapt to the work
environment in the company.
Secondly, in receiving and reviewing applications steps, after screening to separate
out the records achieve and do not achieved, personnel in charge of recruiting will
quickly send invitations to interviews who passed and thanks for their participating.
This work is usually conducted immediately after they summarize results on this
day. Answering to candidates so quickly will help avoid waiting too long, we can
also keep potential candidates of the company and make sure that they will not
receive an invitation to work from another company. Besides, this helps the
company create sympathy for the candidates, especially candidates were failed.
Thirdly, the flexible in the recruitment process at some stage for the positions of
different jobs, especially between the block office workers and block the reception
staff, protection. This helps the recruitment process save more time, costs for some
activities that can be unnecessary. For example, in selection of candidates step,in
second interview with the direct supervisor to evaluate the ability to handle the job
is not necessary to reception positions , protection, so when recruiting for these
positions, the company should simplify this interview step, instead candidates will

40
be put into direct situations to evaluate the level of agility in the work of the
candidates.
Fourth, because the strength of Acacy is providing recruitment services so that the
majority of employees in the company are recruitment staff who have more
experience and expertise. Recruitment staff in ACACY, when they were recruited,
they must have one year of experience or more, for the same positions or become
permanent employees over the course of practice, become collaborators and become
employees, this process usually lasts about half a year. This helps the recruitment
process rarely interrupt or delay because there is always staff in charge. Recruitment
staff for project and recruitment staff for administrative is regularly supporting each
other in their work. Such as when the candidate comes to interview and their
interviewer cannot participate in it, the company will find the other people to replace
immediately and do not waste candidate’s time as well as move the interview day
to the other day which affects to recruitment process of the company.

4.1.2 Disadvantages:
Besides the above advantages, the recruitment process of the company still exists
limitations as follows:
Firstly, when conducting recruitment announcement, the recruitment department
does not really care to candidates who are students of universities. Because the
policy of the company is the development of young resources in order to respond to
the changing of the market, so students are the main sources of potential candidates.
Moreover, companies can take advantage of this resource to introduce and promote
the image of itself. It is not only useful for recruitment activities but also useful for
the business activities of the company. However in ACACY, recruitment
announcement activities are conducted through the company's website, job search
sites like timviecnhanh.com, mywork.com.vn, CareerBuilder.vn, etc and internal
sources so the capable of approaching to students is quite low.
Secondly, in selection records step, personnel in charge of recruiting is often based
on the requirements of the position which is being recruited for selecting, such as
41
the age of the candidates, work experience, computer skills, foreign languages, soft
skills, etc. However, this process still has subjectivity and depend on interviewer’s
feelings because there are no fixed criteria for evaluating specific, real and clear.
Thirdly, the company has not built the specific criteria to measure the effectiveness
of probationary employees. HR department assigns for other departments to manage
directly probationary employees and these departments only confirm before the end
of the probationary period without the specific evaluation criteria. Therefore,
selecting in this step is not high, most of the employees are officially signed after
probationary period. In addition, managers evaluate their staffs through work
attitude and spirit of inquiry during the trial so evaluating is not accurate.
Fourth, the recruitment process usually ends without a step to look back the entire
process. Companies should have checked back to see the recruitment process. From
that, we can know whether it has a mistake or not and recruitment results can meet
the needs of personnel for the company or not as well as the result of changing in
the whole process. Companies also need to consider the cost of the recruitment
process, standards, methods, sources of recruitment ... is reasonable or not to
accumulate experience for future recruitment. Without the revaluation of the entire
process, recruitment department of the company will not find points which are
unreasonable and impact negatively on the recruitment and we can make these
mistakes again in the future.

4.1.3 ACACY CO., LTD’s prospects

4.1.3.1 Opportunities:
Firstly, with over seven years of operation and development, ACACY has built a
recruitment process that is quite complete with strengths as mentioned above.
Although the process still exists several limits, however these restrictions are quite
simple and easy to find remedies as well as it is inexpensive to overcome them.
Secondly, participating in Free Trade Agreement (FTA), Comprehensive and
Progressive Agreement for Trans-Pacific Partnership (CPTPP), and ASEAN
Economic Community (AEC) helps create a strong labor market, Acacy has the
42
opportunity to participate in the process of deeper integration. Opening market
mechanism helps Acacy to reach the selected method of high quality human
resources from the big companies of the developed countries. This is an opportunity
that Acacy can learn from the other process of recruitment and staff development.
Thirdly, erupting in late 2016, the Industrial Revolution 4.0 is being mentioned
quite in two years recently, and it also impacts for business in Vietnam. Recently,
the concept of "HR 4.0" (HR industry in the era of technology 4.0) is mentioned
much on social network and media, along with the promise of change of human
resources in Vietnam. The explosion of technology is changing the way of
communication and the way businesses operate and manage today. Technology
gives both opportunity and challenge for recruitment department. If It was arduous
to approach candidates by phone, email before but nowadays employers can easily
approach to candidates through their activities on social networks nowadays.
Therefore, they can find the right person for right position, recruitment process will
be faster and more efficient.
4.1.3.2 Challenges
Besides opportunities, the finishing operations of the company also faces with many
challenges in which technology 4.0 is also an impediments for the recruitment
department. The new technology is a combination of many factors, including
artificial intelligence, cloud computing, Big Data, social network development.
They are combined together to replace a part or the whole of the recruitment to
improve the process in the direction of modernization. So if the recruiting
department does not have innovative thinking and knowledge to apply new
technologies, this technology will cause more difficulties for HR department. In
addition, improving processes through technology does not bring the desired effect.
Another challenge for improving the recruitment process in ACACY is cost for
personnel. When we carry out surmount weaknesses to improve the process, the
expensive cost is inevitable. However, considering the actual situation, the cost of
labors will increase because of inflation, increasing price and cost such as social

43
insurance. Health insurance will increase, company needs to enhance the welfare of
their employees. And so, there will be a lot of difficults to improve the recruitment
process by increasing costs for business.

4.1.4 Orientation to perfect the personnel recruitment work of the company

In the following years, the company continues to pursue main strategies in
development policy with the goal of becoming one of the leading enterprises in
Vietnam in the field of HR. In the context of a fierce competitive market and
technology grows, businesses always want to own staffs who have deep professional
knowledge in HR. Organising manpower recruitment of HR department becomes
an important issue that we should concern to develop business in a sustainable way.
Therefore, company's leaderships review that is important to prioritize the
development of HR department with full manpower in both quantity and quality.
About the quantity, the company must ensure that the personnel of this department
has always sufficient to meet the needs of the work of the HR department. If lack of
personnel, the company must immediately plan for recruiting. About quality, the
company will focus on training and building expertise, management skills, capacity
to use information technology, communication skills for the candidates in the future
with aims to develop high-quality human resources to improve recruitment for the
company.

4.2 Suggested solutions

4.2.1 Setting up recruitment plan a detailed way
4.2.1.1 The objective of the solution

The plan of recruitment is the first step and also the most important step in the
recruitment process in the company. In addition, to resume HR plan from other
departments with information, number and time to be recruited, HR department
needs a plan which contains information analysis the current human resources of
the company and the anticipation demands personnel to make appropriate decision.
Having an extensive analysis is necessary to revise the personnel. I also have a
44
common plan to arrange recruitment time for many different parts, reducing cost
and time for recruiting.
4.2.1.2 The content of the solution:
To build the recruitment plan, HR department should work in collaboration with
other departments within the company and conduct following these five steps:

Step 1: Forecasting HR resource

Firstly, recruitment department needs to know the target what ACACY wishes to
achieve, determine company’s needs about manpower : the number of staffs,
qualifications, skills and standards required are, the time required personnel and so
on.

Step 2: Analyzing the situation of human resources

HR department analyzes the advantages and disadvantages which are existing in the
enterprise. In terms of the staff, the HR department must revalue the number and
structure of employees, qualifications, skills, experiences, abilities, and attitudes at
work, responsibility, and power of each employee. In terms of the business, the HR
department should review the policies of human resource management, work
environment, management styles of the business. In addition, the HR department
should also pay attention to factors such as how to describe the job to attract
employees and help employees satisfaction with this job.

Step 3: Making the decision to increase or reduce manpower

The HR department has to compare and forecast the manpower needing in the future
with the reality of human resources existing in the enterprise. Then, determining the
manpower of the enterprise surplus or miss, and giving solutions either to increase
or reduce the amount of the staff.

Step 4: Building recruitment plan of ACACY Co., LTD

HR department must develop a clear and consistent plan with its company. This
plan includes the main contents as following: the plan to recruit employee, the plan
to rearrange the organizational structure and the plan for promotion and transfer of
staff and etc.

Step 5: Reviewing the plan

45
HR department reviews the whole process of implementation, whether there are
different points with objectives which points set out or not. If there is a problem, the
HR department will learn the cause and analyze the problems to figure them out.

4.2.2 Focusing on candidates who are students

4.2.2.1 The objective of the solution

Students, although they are in everywhere, also young people, energetic,

enthusiastic, ready to confront challenges. In new decade, they are people that
always be proactive to the development trend of the technology. This is a subject
that the company wants to concentrate on. Therefore, HR department should focus
on attracting human resource with two main purposes: the first one is to build a team
of young employees for ACACY and the second is to increase the interest of young
people for the company. From that, this will help to increase ACACY brand
recognization.

4.2.2.2 The content of the solution:

ACACY needs to build recruitment strategies closely and detailed. Especially, in
the offical website, fanpage of company and sites to find job online, recruitment
announcement must be advertised in a number of electronic newspapers what are
prestigious and have a large of young readers such as VnExpress, Epoch Vietnam
Male, Zing.vn, Baomoi.com, or companies can cooperate to post on high quality
information channel for students and young people as Ybox.vn. Recruitment
department should study about channels, when is the best time of the day to post
information about recruiting and get access as much as possible.

Moreover, accessing to students at universities directly should be considered by the

company. Companies can also organize some promotion programs and have some
discussing with students at the university such as the "Job Day" or organize the
program "Internship talent" in front of each internship period, then contact Office
of Student Affairs to introduce the program.

4.2.3 Building a system of review criteria more specific and

defined
4.2.3.1 The objective of the solution

Given the job description is shown in the recruitment announment, recruitment

department shown requires for candidates. However, after receiving applications,
they will receive a variety of different candidates, they should be selected to ensure

46
the selected profile is the right candidates for the position being recruited. This will
help the process will conduct quickly and efficiently and ensure that they will not
ignore suitable candidates as well as less affected by subjective feelings of the
evaluator , recruitment department should provide the main criteria before the
selection process was conducted.

4.2.3.2 The content of the solution:

Before each round of selecting records, recruitment department needs to discuss
with the customer about their needs. The content of these criteria needs to follow
with job requirements that candidates will undertake after being recruited. After
discussing, employers will review the criteria to evalute their candidates. Depending
on career, criteria for evaluating candidates may be more or less and have different
features.

4.2.4 Revaluating recruitment process at the end of the process

4.2.4.1 The objective of the solution

Finishing a round of their recruitment, companies need to revalue to see the process
of recruiting in the past. From this, they will find whether it leaves any mistakes or
not. ACACY also need to consider the cost of the recruitment process, standards,
methods and sources of recruitment are reasonable or not to accumulate experiences
for the future.

4.2.4.2 The content of the solution:

After completing the stages of the process, personnel in charge of recruiting and HR
departments will discuss and evaluate the entire recruitment process. The result of
the revaluation will show what has been achieved and not when compared to initial
targets. From those results, ACACY can develop strengths and supply the certain
lack of merits and edit them reasonably.

47
 Conclusion
I hope my internship report with the topic “Analyzing about the status of human
resources management of the ACACY CO., Ltd” will help HR department in
particular and business in general for recruitment process and productivity increase.
As a result, ACACY will more and more develop in the near future.

I would like to wish the HR department and entire ACACY Co., LTD will growing
and always achieve much success in the marketplace.

48
 References:
Businesssictionary, http://www.businessdictionary.com/definition/manpower.html

( May 11, 2018), “Human resource planning”, https://www.investopedia.com/terms/h/human-

resource-planning.asp

Susan (October 29, 2018), “What is a human resource?”,

https://www.thebalancecareers.com/what-is-a-human-resource-1918144

49
Thelawdictionary, https://thelawdictionary.org/manpower/

http://acacy.com.vn/pages/46/about-us (27/03/2017)

http://www.gso.gov.vn/default.aspx?tabid=714 (28/03/2017)

https://www.managementstudyguide.com/human-resource-planning.htm

http://tuyendung.acacy.com.vn/ (05/03/2017)

https://www.tutorialspoint.com/recruitment_and_selection/recruitment_process.htm

http://www.whatishumanresource.com/job-analysis

https://www.ukessays.com/essays/management/purpose-of-training-and-development-
for-employees-management-essay.php

Appendix
1/ Chart 2.1: Organization Structure
2/ Chart 2.2: Labor structure by age
3/ Chart 2.3: Labor structure by gender

50
4/ Chart 2.4: The result of production and business annual of the company ACACY Co.,
ltd (2015-2016)
5/ Chart 2.5: Organizational structure of the ACACY Co., ltd -HR Department
6/ Chart 2.6: ACACY Co., ltd -The structure of Recruitment Room’s staff
7/ Chart 3.1: The process of human resource planning (HRP)
8/ Chart 3.2: The process of recruitment at ACACY.,LTD
9/ Chart 3.3: Evaluating the result working for the trainee

10/ Chart 3.4: The preliminary 2017 labor rate of working age

11/ Chart 3.5: The percentage of records from the source recruitment

12/ Chart 3.6: Recruitment page at ACACY CO., LTD

13/ Chart 3.7: The quality of candidates from facebook source in 2017

14/ Chart 3.8: The quality of candidates from job page source

15/ Chart 3.9: The quality of candidates from collaborator source

16/ Chart 3.10: The quality of candidates from other sources

17/ Chart 3.11: Selection Criteria

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