ACKNOWLEDGEMENTSFirst of all, I would like to present my gratitude to Ms.Nguyen Thi

Thanh Tam as my supervisor who has guided me how to start and operate

my research, to conduct a great plan to write my report. She has also

supported and provided a lot of useful knowledge to me. Without her help,

my report would not be completed.

Besides my advisor, I would like to express my thankfulness to all the

members of my group for their encouragement, insightful comments, and

friendly assistance.

Once again, I offer my regard and blessings to all of those who

supported me during the period of internship and composing the report.

1

EXECUTIVE SUMMARYMechanical engineering is a field that plays an important role to social

life of the developed countries. There are more and more enterprises investing

in this field. Although it requires a large number of labour force, most of

companies are in lack of employees who master in professional skills, foreign

languages, sence of work, etc. Therefore, it affected on the quality of service

as well as business efficiency. Thanh Long commercial mechanical limited

company is a representative for the ones that have to face with this problem.

During the internship period, working at in the company, researcher got

some information and data to analyze the problem of the company and

suggest some recommendations as solutions for these shortcomings.

The report bases on the knowledge and skills which the writer has got

from internet and the document from the company’s Accounting department.

All the contents of this report are on purpose of answering the question of

improving the quality in recruiting serving staff in the company. It aims at

two main factors:

Recruitment methods: including advertising, screening profile, filling

vacancies with suitable applicants, conducting interviews and selecting.

Treatment policies: including contract, probationary period, salary,

bonus.

2

TABLE OF CONTENTS

ACKNOWLEDGEMENTS............................................................................1

EXECUTIVE SUMMARY.............................................................................2

INTRODUCTION...........................................................................................5

Chapter 1: INTRODUCTION OF THANH LONG COMMERCIAL

MECHANICAL LIMITED COPANY..........................................................8

1.1. Overview of Thanh Long commercial mechanical limited company 8

1.1.1. Foundation and development...............................................8

1.1.2. The management structure of the company.......................8

1.2. Current situation of human resourse in Thanh Long commercial

mechanical limited company................................................................................9

Chapter 2: THEORETICAL FRAMEWORK...........................................11

2.1. The overview of the business service in Vietnam and its role in the

economy...................................................................................................................11

2.1.1. The overview of the business service in Vietnam.............11

2.1.2. The role of business service for the economy....................11

2.2. The basic theory of Human Resource.......................................................12

2.2.1. The HR management..........................................................13

2.2.2. Recruitment and selection..................................................14

2.3. The factors which directly affect the recruitment activity of a

company...................................................................................................................15

2.3.1. The recruitment process.....................................................15

2.3.2. Policies to keep employee....................................................17

Chapter 3: ANALYSIS AND FINDINGS...................................................21

3.1. The problems of the company’s employee.............................................21

3.1.1. Serving attitude...................................................................21

3.1.2. Responsibility to work........................................................23

3

3.2. The recruitment status of the company in recent month.....................24

3.2.1. Unstable quantity of employee...........................................24

3.2.2. Low quality of employee.....................................................24

3.3. The limited factors affect to recruiting.....................................................25

3.3.1. Recruiting method of the company....................................25

3.3.2. The treatment policies.........................................................27

Chapter 4: RECOMMENDATIONS...........................................................30

4.1. Suggestions in term of recruitment methods...........................................30

4.1.1. Advertising...........................................................................30

4.1.2. Screening the candidate’s profile......................................31

4.1.3. Filling vacancies by suitable candidates............................31

4.1.4. Making professional interview...........................................31

4.2. Suggestion in term of treatment policies..................................................32

4.2.1. Employment contract..........................................................32

4.2.2. Benefits for staff..................................................................33

CONCLUSION..............................................................................................34

REFERENCES................................................................................................36

APPENDIX

REFERENCE

4

INTRODUCTIONIntroduction of research topic

One of the survival element of an enterprise is product’s quality. Beside

the capital to invest in facilities, human resources is also an essential issue in

order to ensure that the customer satisfies with the quality of product.

Especially in service, it requires a large number of direct labour force, which

is one of the most important and irreplaceable factors to ensure the service.

Therefore, enterprises have to organize and manage their employees

reasonably. As well as many other company's, Thanh Long commercial

mechanical limited company has had strong changes in human resources.

However, in the context of that country’s economy and mechanical industry

are under-developed, in order to maintain the development and business

effectiveness, The company has to study to innovate their management.

The business situation of Thanh Long commercial mechanical limited

company has recently gone up, not only turn over, but reputation is affected.

The company’s customers regularly complain about the attitude of the waiter

and the quality of serving. The urgent need now is to reconsider employee’s

quality and have a look at recruitment, in order to regain customer’s

confidence and increase profit.

Therefore, after a short time directly working as a staff at the company,

I decide to choose topic : “Improving the quality in recruiting serving staff

in Thanh Long commercial mechanical limited company” for my

internship report.

5

Rationales

The main purposes of this report are to (a) analyze and point out the

shortcomings of the company in recruiting the employee such as: methods of

recruitment, treatment policies, etc. (b) figure out the reasons of this situation;

this study will analyze the status of human resource of the company in the last

few months in order to evaluate the reality of recruitment, and (c) finally,

suggest some solutions and recommendations based on the business situation

and ability of the company

Research questions

The report will focus on answering these questions as follows:

1. How does the manager of the company recruit serving employees?

2. Why is the company recruiting activity still weak? Which factors

affect on the recruitment?

3. What should be done to help the company improve the quality of its

recruitment method?

Methodology

The study is primarily based on the analysis method applied for the

company‘s recruitment. This analysis will point out the real possibility of the

company.In addition, the researcher will use some general theories of

management and operation from the official sources to build the firm basis of

argument for the report. A final report with the key findings will be clearly

spelled out, including tables summarizing all helpful and reliable data will be

submitted.

6

Sources and methods of data collection

Most of the information in this study will be collected from the real

data at the the company. After a short time directly working as a staff at the

company, the researcher has built accurate and solid arguments which submit

to the study. Besides, the reseacher would use the information are collected

from newspapers and the internet. The theories from business textbooks also

are used to support the report. The purpose of collecting these data is to

demonstrate the idea given in this study.

This report comprises four chapters:

Chapter I: Introduction of Thanh Long commercial mechanical limited

company. This chapter presents the company’s foundation, development and

current situation of human resource in recent months.

Chapter II: Theoretical Framework

This chapter presents general theories on human resource and factors

which directly affect on recruitment activities.

Chapter III: Analysis and Findings

This chapters presents the reality of the company’s employees in recent

month and limited factors affect on recruiting.

Chapter IV: Recommendations

This chapter gives some suggestions to solve the problems in term of

recruiting methods and treatment policies.

7

Chapter 1: INTRODUCTION OF THANH LONG COMMERCIAL

MECHANICAL LIMITED COPANY

Over a period of internship in the company, the researcher initially

studied the basic information of the restaurant as well as its operation and

business activities. This is an overview to build the platform to understand

and analyze the specific problems of the company. This information will be

presented in Chapter I of the report.

1.1. Overview of Thanh Long commercial mechanical limited company

1.1.1. Foundation and development

Thanh Long commercial mechanical limited company is under The Ha

Noi – , was first establish in 2005 at the corner of Chi Dong – Me Linh

district, Ha Noi city.

The company manufacture tools by mechanical engineering.

1.1.2. The management structure of the company

The company has 150 staffs, in which 85% has graduated university

with major of mechanical engineering and Finance. In the branch, there are 8

departments operating under the direction of board of director.

8

1.2. Current situation of human resourse in Thanh Long commercial

mechanical limited company.

After 8 years, with the best effort of the whole office leadership and

members, The company has had its own clients, and brand in high potential

markets such as: Ha Noi, Vinh city, etc. Since its foundation, the turnover of

the company has kept growing, even when the mechanical industry has faced

with a lot of difficulties. Beside the quality of sevice, human also play an

important part in success of the company. The staff are always professional in

uniform, serving style, and communication skills. The customer, who are the

consequent or even the first time coming the company, feel comfortable and

satisfied.

However, nowadays, the company still has to faced with many

troubles. The turnover has gone down, the customer complains about the

servers of the staffs. Although the customers, especially regular customers,

often offer dissatisfied comments about serving sector. The question given

here is: “What are the reasons for this situation of the company?”.

One of the biggest shortcomings of the company is recruiting activity.

9

There are no standard and specific requirement for the candidates. Recruiting

process takes out carelessly and roughly. Rather than that, the recruitment

advertising was done poorly. Hence files sent to the employer are so

complicated. It leads to the low quality of the server. In addition, benefits for

the staff are not attractive, contract of work is not clear and tight, therefore,

most of the employees quit after only a short time. This causes the shortage of

human for the company, and affects on serving process.

10

Due to 8 years developing and expanding to the big and potential

market in all over the country, the company has set up a network of customers

who can be considered as loyal customers. But it’s not enough for the

development of the company. The urgent need now is to reconsider the

human resource possibility (especially in recruiting) and support development

strategy, in order to regain reputation and increase revenue for the company.

All information above is an overview of and its general activities. The

researcher hopes that it will bring to the readers some general look of the

report’s object. In the latter part of this report, she will introduce the

theoretical framework - general theories on human resource and recruitment

to build the firm basis of argument for the customers.

11

Chapter 2: THEORETICAL FRAMEWORKIn Chapter 1, I has provided some basic information about the

company. In Chapter II, I would like to give the theoretical framework on the

involved aspects, including the theories of human resources, recuitment and

factors which directly affect the recuiting activity of a company. Through

theories mentioned in this chapter, the writer would like to build a solid

theoretical basis for the main issues analyzed in the following sections of the

report.

2.1. The overview of the business service in Vietnam and its role in the

economy.

2.1.1. The overview of the business service in Vietnam

In recent year, thank to achievements in the industry and the State, the

country’s economy has grown quickly, gross domestic product (GDP)

increases annually and people get higher income. On the other hand, tourism

industry is constantly developing. So, mechanical field also deveplops. it's

necessary to deveplop economy for the country. Therefore, mechanical

engineering is important to us.To meet the need of the society, many people

are joining in this field.

2.1.2. The role of business service for the economy

In 2006, Vietnam officially became the 150th member of the World

Trade Organization (WTO). Service is the fastest growing sector of the

world’s economy, accounting for 60% of worldwide production and generates

30% of total employment. A famous American entrepreneur has advised his

children "You should only concentrate on two business lines: catering

services and fuel, you always get higher profits and never be unemployed".

Economists have summarized that if the GDP increases 1%, the turnover of

business service will increase by 1.5%. For tourism, the cost of food,

12

beverages in the total cost of the trip ranges from 18-20% [3]. In the United

Stated of America, revenues from services of food, drinks at the big hotels

accounted for 30% of total [4]. Importantly, this service helps to increase the

value on agriculture products, livestock, aquaculture and food processing

industry. According to the research results, catering service makes the value

of this products higher to 300%, get profits of about 40-50% of total revenues.

It could be said that, the business services would have opportunities to grow

when the economy and tourism developed. This service not only bring high

profits, but establishes market, improves the value of the other industries’s

products and creates more jobs for the society. Moreover, it also plays an

important part in promoting the image of Vietnam to the world.

To the forecast of the next 5 years, with the integration as now, the

businessman would encounter many oppotunites as well as challenges. In

order to promote the advangtages and opportunities, overcome the challenges,

contribute to the social-economic development, one of the determinants is

training and fostering the human in this field. In addition, the State also has a

strong role in enacting policies to promote the business.

2.2. The basic theory of Human Resource

“Human resources is a term used to describe the individuals who make

up the workforce of an organization, although it is also applied in labor

economics to, for example, business sectors or even whole nations. Human

resources is also the name of the function within an organization charged

with the overall responsibility for implementing strategies and policies

relating to the management of individuals (i.e. the human resources). This

function title is often abbreviated to the initials "HR"” (Definition, courtesy of

Wikipedia).

13

In order to support to the report, the writer only express two function in

HR, the management and recruitment.

2.2.1. The HR management

Concept

The concept of Human Resource Management (HRM) in the view of

HR experts is “the management of an organisation’s employees” (Armstrong,

Michael, 2006), it is also “the function within an organization that focuses on

recruitment, management, and providing directions for the people who work

in the organization” (Susan M. Heathfield, About.com Guide). In general,

HRM includes all the decisions and management activities that affect on the

relationship between business and the staff.

Function

According to Susan M. Heathfield ( About.com), a member of the Society

for Human Resource Management (SHRM) and the American Society for

Training and Development (ASTD), Human Resource Management has many

functions as:

“.. deals with issues related to people such as compensation, hiring,

performance management, organization development, safety, wellness,

benefits, employee motivation, communication, administration, and

training.”, “.. also a strategic and comprehensive approach to managing

people and the workplace culture and environment. Effective HRM enables

employees to contribute effectively and productively to the overall company

direction and the accomplishment of the organization's goals and objectives.”

14

To understand this theory simply, the reader can look at the following chart:

Figure 2: The Human Resource Management

(Source: http://www.youthmagz.com/artikel-18-What-is-Human-Resource-

Management-Definition.html )

2.2.2. Recruitment and selection

Once an organization identifies its HR needs through employment

planning, it can begin recruiting and selecting potential candidates for actual

or anticipated organizational vacancies.

Recruitment is process of discovering potential candidates for the

vacancies. The management set up a successful HR planning that can identify

the organizational HR needs. Once these needs are known, organization will

do something to meed them. The stages in recruitment include sourcing

candidates by advertising or other methods, screening potential candidates,

interviews, selecting candidates based on the results of the interviews,

and on-oarding to ensure the candidate who are able to fulfill their new roles

effectively.

15

Selection simply involves choosing the right person for the job. It is a

process of discovering qualifications and characteristics of job applicants that

are suitable with job requirements. Effective selection requires a methodical

approach to problem of finding the best matched person for the job .

“Applicant recruitment and employee selection form a major part of an

organization's overall resourcing strategies, which identify and secure people

needed for the organization to survive and succeed in the short- to medium-

term. Recruitment activities need to be responsive to the increasingly

competitive market to secure suitably qualified and capable recruits at all

levels. To be effective, these initiatives need to include how and when to

source the best recruits, internally or externally. Common to the success of

either are: well-defined organizational structures with sound job design,

robust task and person specification and versatile selection processes,

reward, employment relations and human resource policies, underpinned by a

commitment for strong employer branding and employee engagement and on-

boarding strategies.” (Nadler L Ed., 1984 ).

2.3. The factors which directly affect the recruitment activity of a

company

2.3.1. The recruitment process

The recruitment and selection are two major function of the human

resource department. Recruitment process is the first step that towards

creating the competitive strengths and the strategic advantages for the

organisations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and

requires many resources and time. A general recruitment process is as

follows:

16

Chart 2: Recruitment process

(Source: http://recruitment.naukrihub.com/recruitment-process.html)

1. Identify vacancy: The HR department identifies the vacancy based on

receiving the requisisions of recruitment from any department of the

company. These contain: posts to be filled, number of persons, duties to

be performed and qualifications required.

2. Prepare job description and person specification: the employer will

identify position requiments in term of general tasks, functions, and

responsibilities. It may often include the qualifications or skills of

candidates, or a salary range. They also prepare job specification which

describes the essential knowledge, skills, education, experience, and

abilities .

17

3. Advertising the vacancy: the vacancy is communicated to the

candidates by means of a suitable media such as television, radio,

newspaper, internet, direct mail, etc.

4. Short-listing: During this period, the employer may exclude some

unsuitable candidates for the job, don’t need to do other procedures in

the recruitment. The recruiter must read carefully through each

application and assess each applicant in relation to the position

description and person specification.

5. Arrange interviews: after choosing suitable applicants, the employers

arrange interviews to check the accuracy of profile as well as

assess candidates in terms of personal characteristics such as:

personality, temperament, appearance. In addition, the recruiter also

talk more detailed about the conditions and benefits of job.

6. Conducting interview: During the interview, the interviewer is

responsible for communicating relevant information of the job to the

job applicants and clarifying the queries they may have about the

position, organization, or interview process. She or he must control the

interview process to complete on time.

7. Decision making: After the interview , the employers evaluate the data

gathered at interview to select the preferred candidates. Then they have

to provide information candidates of selection decision to close of the

recruitment process.

The recruitment process is immediately followed by the selection

process i.e. the final interviews and the decision making, conveying the

decision and the appointment formalities. 

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2.3.2. Policies to keep employee

When applying in a company, policies for staff is the typical element

that an applicant concerns about. The employment contracts and benefits are

the important items.

Employment contract. A contract of employment usually defined to

mean the same as a "contract of service" (in the UK, s.230 Employment

Rights Act 1996), is a category of contract used in labour law to attribute right

and responsibilities between parties to a bargain. On the one end stands an

"employee" who is "employed" by an "employer". It has arisen out of the old

master-servant law, used before the 20th century. Put generally, the contract

of employment denotes a relationship of economic dependence and social

subordination. In the words of the influential labour lawyer Sir Otto Kahn-

Freund (1972),

"the relation between an employer and an isolated employee or worker

is typically a relation between a bearer of power and one who is not a bearer

of power. In its inception it is an act of submission, in its operation it is a

condition of subordination, however much the submission and the

subordination may be concealed by the indispensable figment of the legal

mind known as the 'contract of employment'. The main object of labour law

has been, and... will always be a countervailing force to counteract

the inequality of bargaining power which is inherent and must be inherent in

the employment relationship."

According to ordinance on employment contract of Socialist Republic

of Viet Nam (August 30th 1990), “contract of work may be written contract or

oral agreement” (clause 6). Depending on type of business and working time,

the companies will choose a suitable form of contract. “Two parties are

obliged to strictly abide by the agreements in the employment contract. If any

19

parties violates the contract that causes damage to the other, they must take

responsibility and pay compensation depending on the degree of

damage”(clause 7), despite of type of agreement.

In labour contract, there are always provisions of must done works,

wages (salaries), working place, contract duration and the conditions are

prescribed by law legislation on labour safety and social insurance of workers.

Treatment policies.

One of the most important elements that candidates consider when they

apply in company is treatment policies. This policies include salary and

benefits such as: bonus, holiday, insurance, etc.

A salary is a form of periodic payment from an employer to

an employee, which may be specified in an employment contract. From the

point of a business, salary can also be viewed as the cost of acquiring human

resources for running operations. “Remuneration (salary) that is paid

for employees shall not be less than the minimum wage prescribed by the

State”(ordinance on employment contract, clause 5, 1990)

Bonus refers to extra pay due to good performance. Bonuses reflect a

given employee's level of responsibility in the organization, making up a

larger portion of the employee's total compensation as the employee takes on

more responsibility. Corporate triumphs take on greater importance for a

given bonus as the employee becomes more senior within the organization.

This is because at higher levels of the organization, the employee becomes

more accountable for the success of the business.

20

Insurance, holiday are elements that many candidates pay attention

when applying for a jobs. Insurance is a promise of compensation for

specific potential future losses in exchange for a periodic payment. Usually,

staff will have insurance after probationary period of three months is over.

For the catering service, especially in restaurant business, recruitment activity

and treatment policies are considered as key factors that directly affect on

quality of employees as well as services. In order to improve the quality of

services and business activity, the managers must effectively concern about

these factors.

Above it is the basic theory of HRM, recruiment and key

factors affecting recruiting activity in a company. This is the basis to build

the logical grounds for the analysis of the problems given in this report.

21

Chapter 3: ANALYSIS AND FINDINGS

In Chapter 1 and Chapter 2 of this report, the writer has provided basic

information about the company and built the theoretical framework for the

entire report.  In this chapter, the main contents of the report will be

presented. That is the analysis of issues that the restaurant  is facing and the

reasons for that. The analysis is based on the theory and the data explored in

the course of practice in Thanh Long commercial mechanical limited

company, focuses on analyzing the recruitment activities of the company.

3.1. The problems of the company’s employee

3.1.1. Serving attitude

The processing and supplying product aspect plays a decisive role for

the development of human society. The higher the income and livehood of

people are, the more important role of this field is. Nowadays, the dietary

needs are different from the previous years. Human requirements for

equipment are given much higher to apply for insdustry and household..

According to business experts, a good products must ensure the following

basic standards: being attractive, solid. And one of the most important factors

which influences in the satisfaction of the customer is serving attitude.

Generally, the serving attitude decides 50% of the company’s success. In fact,

many businesses do not pay attention to this item, therefore they lose their

customers.

22

Chart 3: Startling facts regarding the reasons businesses lose customers

The company has set up short time ago and created its own brand.

People come to the company because of good quality, beautiful view and

professional serving style. However, recently, the company has received

many complaints from customers about the serving attitude of the servers.

"Staff attitudes are very patronizing, every time I wanted to keeps good ca, we

had to call four or five times, employees carry out any

function burning and very unp-leasant attitude. Losing money like begging

for it.", said from a customer named Nguyen Thi Mai

“It’s the first time I came here, I asked the maid for the advices of good.

She was not concentrated and joked with another staff. That made me

unpleasant.”, posted in a forum http://www.muahang.com by cuncon86.

“Good cuisine, beautiful space, but the serving attitude was not quite well. I

must reconsider to bring my parents and girl friend here.” Comment of

Mr.Tung in a forum ''http://www.muahang.com

Many customers feedback that they not only were not served

enthusiasticly but were discriminated. If they ordered expensive good, they

would get better care.

The customer named Mai, http://vozforums.com/showthread.php?t=82812

said “It’s actually shortfall to see the attitude of the staffs when we are group

of girlfriends. when I keep cheap good, they are intentional to distrubute bad

quality. On the other hand,usually, the guests must be welcomed with warm

smiles and dedicated service during the time at the company. However, many

customers reflected that there are any grumpy and unfriendly staff, from

whom even did not see any smiles. That brought the feeling of

uncomfortablity.

23

As Mr. Dung, “If this staff is perceived by customers as providing poor

or indifferent service, he/she will not shine as much as the staff who does not

do everything correctly, but enthusiastically tries to please each and every

customer.”

(Article Source: http://EzineArticles.com/4244507).

Serving attitude is a factor to attract and keep the clients for the

company The better services offered, the more people came to the company.

Hence, Thanh Long’s business would be still worse if the manager did not

adjust their employees.

3.1.2. Responsibility to work

The workers perform a job that is always in demand. The server have

responsibility to serve the customers’s needs during the time they are in the

the company.

To the staffs, after greeting the guests, giving a seat, bringing list and

taking the order, they have to ensure that the meal is bring to the right good.

Then, the staffs must pay attention to the needs of the good..

In case of the company, customers often complain about time. They

have to wait a long time for goods that they have ordered. Actually, after

taking the order, the staff sometimes do not make things until they finish the

story that they are talking about. This wastes time and lets the customer wait.

In addition, after delivering products, the waiters usually gather to joke, some

do private work, and forget to take care of the guests. Therefore, the

customers feel uncomfortable and don’t want to come back the company

anymore.

24

Irresponsible staff will influence in not only quality of work but also

the others. Hence, it affects on the reputation, even the turnover turnover of

the company

3.2. The recruitment status of the company in recent month

3.2.1. Unstable quantity of employee

This is a quite large company. It requires a big number of staff for each

sector. Although recruitment activities are ongoing, deficiency in staff was

always existed at the company. Hence, the quantity of employees always

unstable.

The staff usually have to work overtime, especially when someone

absents. Further more, when the customers is too crowded, the manager also

must work as a staff. Therefore he gets the dificulties in controlling and

solving all the complaints or requirements from the customers.

The shortage of human causes dificulties and affects on the quality

service of the company. One person has to do the workload of 2 or 3 persons

and as the result, the service cannot be at the best quality. For example, each

server must do almost all the sectors of the serving process. They take the

order from customers, delivery goodls, and clean the space. Sometimes, the

leader is also a server.

The staff is one of the important elements to help the company run

smoothly. The quantity is unstable and so causes the business activity

uneffective. If this posibility occurs in a long time, the managers might face

with the possibility of closing the company.

25

3.2.2. Low quality of employee

Usually, requirements for an employee in the company are quite high.

At each part, there are different skills and duties.

The staffs need to have skills, knowledge and health. they need to

understand clearly the menu items and name of goods, so that they can

answer and advice customer. It is essential for servers to require kinds of

goods and understanding, and communication skills, which are very important

because these skills will help the staffs serve better.

However, in the recruitment process of the company, the management

did not require candidates too much on education or experiences. This leads

to the input quality of the staff cannot be guaranteed. In common, the

company has to spend about 30 days training new staff, but only 15 days.

However, the employees of the company change consequently. In some cases,

new staff worked only a short time, for about few days, even 1 or 2 days, and

then were out. Because there is no contract between the employer and

employee, the staff can quit the job whenerver they want without notice. As

the result, the company falls into passive situation of human lack. The

situation of staff who are almost new, not educated and experiened causes

big problems for the company. Low quality of employees caused low quality

of service. Which leads to affection on company business.

The troubles in human remind the management of the company to

consider the recruitment activity in order to select employees carefully.

3.3. The limited factors affect to recruiting

3.3.1. Recruiting method of the company

Recruiment is extremely important to the success of a business.

However, some employers have not really understood and got unfortunate

26

mistakes. The company is a business suffering from this bug. Here are erros

in recruiment process of the company.

Firstly, advertising activity is not only in small scope, but also poor

contents. the company advertised the vacancy in three chanels: newspaper

(Mua & Bán), internet, http://www.muahang.com and direct notice in front of

the street. The small scope of ads limmited the number of applicants.

In addition, contents of ads are just basic descriptions in term of position,

general requirement, working time,etc. The recruiter do not offer any

information about responsibilities as well as benefits for each staff. This

certainly cannot attract many applicants.

Secondly, the employer do not resume candidates’s profile carefully.

Profile requirements which the company offers is poor. There are personal

profile, health certificate, and photocopy of ID in the resume. And the

candidates will apply when interviewing. In fact, the applicant profiles do not

include information in term of characteristics, education, etc. so the employer

cannot find candidates’s profile which match requirements of the company,

as well as check accuracy of information in the resume.

Thirdly, recruitment is done to fill in vacancies. As a staff leaves the

restaurant, the manager has to seek for a new one to replace. Recruiment

activity has done quite hastily. On the other hand, to save time and costs,

manager often use personal relationships or through the relationships of

current employees. As the result, urgently recruited employees don’t have

enough skills that meet the job requirements.

Fourth, employers are unprofessional in interviews. In common, the

interviewer will raise the question to see candidate’s real ability, knowledge

and evaluate the competence. But in interviews, the manager of the company

just glanced at the applicant’s resume. The interviewer asked for basic

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information, possible working time, then he told in general about salary,

duties and requirement of work. Finally, if the candidate agree with the

conditions that the restaurant offered, they can start working the next day.

Although the company are in lack of staff, the manager seem not to be keen

on recruiting. Under- estimating the role of employee and recruiment, the

manager of the company puts themselves in difficult position.

Recruiment activity was done poorly, carelessly, and unprofessionally, which

makes the company missed capable candidates and cannot ensure the quality

of employees.

3.3.2. The treatment policies

Besides the shortcoming in recruitment process, the employer misses

two important elements that help keep and attract the applicants: contract of

work and benefits for staff. In the interviews, the manager of company has not

offered a contract in which specifies the responsibilities of an employee as

well as provision of benefits. The applicants are not clear about their rights

and obligations when they works here. They compare the conditions among

many restaurants, and choose the best place which are the most suitable and

attractive. Hence the company might miss capable candidates.

Contract of work

The first problem comes from employment contract. Contract of work

is an important document that ensures the rights and obligations for

employees and employers. Usually, the contract will be signed when an

employee starts to work. However, in this company, no contract is signed.

There is no written contract, but oral agreement. In the interviews, the

manager offers general provisions of company about probationary time, duties

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and responsibilities, and benefits. If candidates agree, they can start to work

the following day.

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Probationary period usually relates to the first ninety days of active

employment. Company has to pay for staff 70% of basic salary (ordinance on

employment contract, clause 13, 1990) in this time. However, in this

company, this period of time is a week, and payment for employee is 50% of

salary, lower than in provision. During this time, the company reserves the

right to terminate the employment without prior notice. A probationary clause

allows the company to quickly end an employer/employee relationship that is

obviously not going to work. In fact, probationary period in this company not

worth. Because the company are in lack of human, all staff will be kept. In

addition, the manager seem to skip to assess the abilities and performances of

new employees. Therefore, they cannot evaluate and consider accurately

whether new staff are capable of work. These lead the quality of employee not

to be ensured.

Besides, it is a fact that number of employees of the company is

untable. People applies for the job, then they leave quickly without notice.

They quit after 3 to 5 working days, or one month. The main reason for this

situation is contract’s agreements. All the provisions and conditions in

contract will guagrante the rights and responsibilies of both parties. When one

side breaks the contract, they must compensate for the other. Nevertheless,

contract of Paloma is just oral agreements. This means that if any employees

leave, they will not be punished for violating the contract. Therefore, a staff

quit the job is out of control of manager. It is a question for restaurant of

changing form and editing conditions of the contract, in order to control its

staff more strictly.

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Benefits for staffs

The second issue that employees are interested in is benefits for staff.

Setting up effective treatment policies helps the restaurant manage their

employees more effectively.

The element that people are most concern about is salary.

With the detail analysis in term of recruiment activity of the company

the limitations that the company encountered in recent month, we realize the

danger of failure behind of the company has not appreciated the role of

recruiment process for improving the quality of employees and services. An

urgent requirement placed now is to find solutions to improve the recruiment

activity. These suggestions will continue to be presented later in this report.

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Chapter 4: RECOMMENDATIONS

In order to promote the quality of employees and quality of serving

process, the matter of improving the recruiment method and setting up a

complete employement contract is a necessary isue of the company as well

as the customers.

4.1. Suggestions in term of recruitment methods

4.1.1. Advertising

Today, traditional recruiment advertisments in newspapers, internet, or

in collaboration with job agencies, headhunting services, etc, is still

considered relatatively common. Most of job advertiments are aimed at

“popular” candidates. The restaurant should expand the scope of ads, so that

the objects of recruiment are more. Just three channels as newspapers, internet

and direct notice in front of the restaurant, this leads to limitation of the

quantity of applicants. Hence the manager will have a few selections for the

vacancies.

Besides, the content of ads also should be changed. The recruiment

information should be more attractive, rich and special, which will attract

more people to look at ads and apply for the vacancy. This also enables their

advertisement to stand out in the relevant publication and build an

employment brand.

Totally, using many channels of advertisment will help the restaurant’s

manager have more opportunities to select applicants who can meet their

requirements.

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4.1.2. Screening the candidate’s profile

This is one of the sectors which help the employer short out and check

the honesty in candidate’s profiles. In order to check the candidates' honesty

before deciding to approach and interview them, the manager should do some

calls to the previous managers, or hiring company to investigate the

candidates. If the recruiter screens the candidates’s profile carelessly, it will

waste time to deal with the one who pusure higher benefits than the

recruitment budgets. The employer also cannot evaluate whether or not

candidate’s knowledge and experience might be suitable to the position.

However, at first, the restaurant should add more items in candidate’s profile,

such as certificate, CV,etc. Because the temporary requirements of profile are

so poor. The interviewer cannot find any information or qualifications of

applicant which match the requirements they offer.

4.1.3. Filling vacancies by suitable candidates

Because there is a vacancy when a staff leaves the restaurant, the need

of new one is urgent. But the manager should take time to find as many

suitable candidates as possible. Those will be candidates in reservation in case

the company is in lack of employees. Furthermore, the manager should not

depend much on relationships. Because most people from these relationships

often are unskilled, inexperienced or unqualified candidates they cannot be

option at this time.

4.1.4. Making professional interview

In the interviews, the interviers should not talk too much about the

company , giving the question to support the interviewees to show their

knowledge and abilities as well as to present desires when doing this work.

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Besides, the interviewers also be professional in dress and speech.

Courtesy should be shown, but flippant shouldn’t. That is easy to make the

applicants have no good impression. Then may influence in the desire to

apply for the job.

Moreover, lacking professionalism in interviews makes qualified

candidates disappointed and give up the application because they don't have a

chance to show themselves in the most adequate way.

Recruitment activity plays an important role to the development and

survival of a company. Therefore the manager of the company should do the

recruitment carefully in order to choose suitable applicant who meet job

requirement, to support to the development of the company.

4.2. Suggestion in term of treatment policies

The employer needs to introduce clearly and specifically contract’s

conditions and benefit policies so that candidates are able to understand

obviously which rights and obligations they have. Hence, the applicants can

consider and have exactly decision. However, at first, the company must edit

and draft a complete and obviously contract as well as benefit policies in

order to attract the candidates.

4.2.1. Employment contract

Contract of work is a very important document. It should be signed in

written form. Working at the company is majorly seasonal job, so that the

management of the company do not offer any contracts, but oral agreements.

In fact, the company’s manager should provide a contract that includes

suitable provisions and clauses in term of duties, responsibilities during

working time. He also supplements provision of punishment when a staff

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break the law as well as the contract. These activities help the company

control their employees more strictly.

In addition, the manager also performs his responsibilities during

probationary time of new staff. Although the company is in lack of human,

the manager still has to evaluate accurately and objectively performance and

abilities of employee. Hence the capable employees will be kept and

unsuitable people are dismissed. This is a very important sector to find good

staff, then improve the employee’s quality for the company.

4.2.2. Benefits for staff

Every company wants to hire team of employees that work for long

time. However, if treatment policies are not attractive, employees will

automatically leave the company. the company is suffuring from this

situation. Salary and bonus policies are two major reasons that make

employees quit working.

Firstly, the management of the company should increase basic salary

for employees. Higher income will make employees exited and interested in

working. And the amount of wages must be announced for all people, in order

to avoid being jealous and dissatisfied attitudes among staff.

Secondly, bonus for the staff must be reconsidered. The current amount

of money is too small, employees often feel dissatisfied and unfair. They

consider that the money is not worth with their effort. On the other hand,

there are often many conversations among the staff of different restaurants.

The differences on treatment policies among the company will affect on the

employee’s psychology. Therefore it causes bad impacts on serving quality.

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Actually, benefits is influent in the efficiency of work. If the company don’t

change the policies, they will never have professional and stable workers. The

quality of service also cannot be improved.

Above are the suggestions of researcher to increase the quality of

employees as well as quality of services through recruitment process and

treatment policies. These recommendations are mostly

based on analysis gained during the practice and research period in the the

company, which are clearly presented in Chapter III. The writer hopes that

these studies will help the company to improve its quality of recruitment

activity, therefore increases the quality of services and do business well.

CONCLUSION

Human are the most important resource for any organization. The

success of businesses mainly depends on the capacity and performance of

employees. On the other hand, when an unqualified worker is hired

recklessly, he becomes a burden for businesses. Therefore, recruitment

activity is always a critical issue if the enterprises want to have good

workforce in order to get success.

At the moment, in specific case of Thanh Long commercial

mechanical limited company, finding methods to improve the recruitment

activity is essential for its existence and development. One company wants to

be chosen by customers has to be known and satisfy at least one demand of

consumers. What can be done to help the company improve quality of service

as well as employee? That is the main purpose of this study.

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In the report, the researcher focuses on analyzing the human and

recruitment situation of Thanh Long commercial mechanical limited company

and suggests some solutions for the problem. This conclusion based on the

limited knowledge of the writer and the factual document from the restaurant.

It is mainly observed under the matter of recruitment activity. That is also

main factors which directly affect on the human resource management of a

firm, together with training, development, evaluation and reward. Researcher

hopes that this study can play a small part to help the company deal with its

problem.

Once again, the researcher would like to present her regards to all of

those who support her to complete this report.

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John Wiley and Sons, New York.

4.  What is Human Resources Management?, by Susan M. Heathfield,

About.comGuide

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services_t77c194n23043tn.aspx

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9. Chính sách đai ngô đôi vơi nhân viên.

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10. Môt sô vân đê vê âm thưc và phát triên du lịch tai viêt nam.

http://www.itdr.org.vn/details_news-x-149.vdl

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