Le Thi Ha Vị — 11165920 — Business English 58B NATIONAL ECONOMICS UNIVERSITY FACULTY OF FOREIGN LANGUAGES ENGLISH FOR BUSINESS DEPARTMENT SOME SOLUTIONS TO IMPROVE THE LABOR HIRING PROCESS IN CBRE VIETNAM (HANOI BRANCH) HANOI, JUNE, 2020 Le Thi Ha Vi— 11165920 — Business English 56B TABLE OF CONTENT CHAPTER I: eicescssssssssssssssessccssccsescsescesssesscccsssessscesesesessessssesssessssesssessseessseseseees 7 INTRODUCTION ABOUT CBRE GROUP — CBRE VIETNAM - CBRE HANOI BA ÌNC ÌH.1 Overview and history of CBRE GrOUD.2 Company’s visions, core value and business lÏne.1 Company Visions and Core values .1 Structure of CBRE Vietnam.2 CBRE Hanoi Branch Organization Structure. 689100 8956 11 CHAPTER II: THEORETICAL FRAMEWORK OF RECRUITMENT.1 Human Resources Definition.1 Human Re€SOUTCeS.2 Human Resources Managemeri.-- - Gv TH KH HH ni, 13 2.2 Requirements of labour reCru1fIn€TI.3 Elements that effect on Labor reCruÏfI€nnif. 2 Ă SH ng re 15 2.2 Scientific and Technical qualifications. Supply and Demand RelationshIp.1 Developing a target of the company .3 Image and reputation of the orØan1zation.4 Content of RecruitMent .1 Human Resources Department and Manager staff ‘s responsibilities Le Thi Ha Vi— 11165920 — Business English 56B Table 2: Standard responsibilities.
Error! Bookmark not defined. Method & Sources of employment recruitmen(. LH TH no ng 16 2.1 Internal sfafÍing.- - - - - --cc cv HH ng và 17 2.-- - - cc 1S ng re 18 2.1 Step 1: Clarify the position to be filled through recruitment.2 Step 2: Review and update job descriptions and specifications for the POSITION. Step 3: Identify possible sources of qualified applicants .4 Step 4: Select the most effective means of communicating and attracting qualified appÏICai{S.5 Importance and the role of ÑecruÏ(I€TÍ.1 To the eTmpÏOY€TS.2 To the eTmpÏOy€©S.
-G ng ng ket 19 2. To the SOCIaÌL. Gọi 20 CHAPTER IIT: ANALYSIS AND FKINDINGS.1 The current recruiting status in CB RE .1 Recruit process of CBRE.1 Step 1: Making Recruitment Plans .2 Step 2: Announcing labour demand.3 Step 3: Receiving and processing resUMES .4 Step 4: Int€rVIC€WITBE. HH ng nhe 22 3.5 Step 5: Decisions makKIng.2 Methods and Sources of T€CTUItINE.- -- 2< 1E E1 vn vn vn net 23 3.
- - -- -- 5 E11 ng nen kg 25 3.2 Employment and Recruitment Website .3 Testing and training. -- - - c1 ng ng kg 28 3.--- 1111939 v1 ng về 29 Le Thi Ha Vi— 11165920 — Business English 56B 3.3 The practicality of E-learning system.2 Evaluation of the current labor hiring pDFOC€SS.L LH HH ng 30 3. 32 SOME SOLUTIONS TO IMPROVE THE LABOR HIRING PROCESS IN CBRE VIETNAM (HANOI BRANCH).1 Completing the Job announcements .2 Balancing the sources of Human resources .3 Doing a professional Ïnf€rVÏCW.1 Interview question ÏISỂ.4 Upgrading and diversifying training DFOÿTAI. Họ H TT TT e 36 REFERENCES.
-- «Gì n0, 2 Le Thi Ha Vi— 11165920 — Business English 56B LIST OF ABBREVIATIONS HR Human Resources HRM Human Resources Management Le Thi Ha Vi— 11165920 — Business English 56B LIST OF FIGURES Figure 1: The order of CBRE Vietnam. -- - cesseccesneeeeeseeeesneeeessaeesesnees 9 Figure 2: The organizational structure of CBRE Hanol.- -- --- «s5 10 Figure 3: Traditional Process of RÑeCTuItIN€TI(.-- 555 + + ++vEssseeeses 18 Figure 4: General steps of recruiting in CBIREE.--- 5 5 «sex 20 Figure 5: The sources of passed resumes in 2017 — 2019.------««<+++ 24 Figure 6: The rating of the practicality of the E-learning sysfem. 30 LIST OF PICTURES Picture 1: Monthly Internal Email updating vacancies (Source: Collected). 25 Picture 2: CBRE Hanoi's Job Announcement on Facebook.«-‹--s 27 Picture 3: CBRE's Job Announcement on “Vietnaméworks.-- 28 Le Thi Ha Vi— 11165920 — Business English 56B LIST OF TABLES Table 1: Revenue of CBRE in 2017 - 2019.
eeecccessceeeseeesseeeeseeeeseeeesaeees 12 Table 2: Standard responsibilities. -- +1 133293111 113951111 kg re 16 Table 3: Comparison between real work and the Job description 1n AMMOUNCEMENE DA. 21 Table 4: Sample of interview QU€SfIOTS. c5 11H ng rệt 34 LIST OF PIE CHARTS Pie chart 1: Sources of recruiting information that candidates matched.
23 Pie chart 2: Number of staffs that took the entrance test .-- ---«- + 29 Pie chart 3: The way that new staff catch up with Work .------<<<x++ 29 Le Thi Ha Vi— 11165920 — Business English 56B ACKNOWLEDGEMENT Knowing the role of human power in not only doing business but also in many different aspects of life, I chose Human Resources for my report after a 5- month internship in CBRE Hanoi. I would like to express my deepest thanks to my advisor instructor, Ms Hoa Pham, for her patience, enthusiasm and immense professional knowledge. Thanks to her guidance, this report could be completed in the best version. During the internship in CBRE Vietnam (Hanoi Branch), I was the youngest member here, I received so much help and guidance from my team’s member.
Especially, thanks to Ms Lana Phung, the office manager, who gave me the company information and data to process this report. Finally, Ihave invested my time, the motivation, and my love for each word of this report and hope that it could be finished with the best result. Le Thi Ha Vi— 11165920 — Business English 56B EXECUTIVE SUMMARY The report entitled “Some solutions to improve the quality of current Labor Recruitment in CBRE Vietnam (Hanoi Branch) was conducted based on fundamental theories of Human resources and the current situation of CBRE Hanoi Branch which pointed out the pros and cons of the problem, finally to suggest several measures to strengthen and further make the quality of personnel recruitment better to increased the company’s current business status. This study was processed with the information from CBRE’s HR report as well as the raw and realistic date from the internal survey among CBRE’s current staffs which made by the author.
Some of the remarkable issues has been shown from the finding. The first is the current status of CBRE’s human power source and its effect on the business result. The second is the staffs’ feedback on the recruiting process and the current training system that they have experienced. Collecting data from current staffs, then the author can find out the key factors, the root of the drawbacks of the recruitment process: Most of the interviewees, who experienced on the recruiting process, said that it was still complicated and inefficient.
After analyzing, a list of recommendations and suggestions were presented. Human is the key element of both doing business and creating a talent staff, so the managers play an important role in doing labour recruitment. The company had better do it carefully from the first step of the process that can reduce the difficulty afterwards. Le Thi Ha Vi— 11165920 — Business English 56B INTRODUCTION I, Introduction With the rapidly growing up of the world’s economy, changing and updating are what both employers and employees have to adjust to.
The human factor is the most important things in everything, running a company is not an exception—that why Human Resource became one of the hottest keywords currently. CBRE Vietnam, under CBRE Group, with the head office in Ho Chi Minh City, a Branch in Hanoi and a Representative Office in Da Nang and more than 700 property professionals, is one of the leading company in Real Estate market of Vietnam. They provide a variety of multicultural services, including facilities, transaction and project management; property management; investment management; appraisal and valuation; property leasing; strategic consulting; property sales; mortgage services and development services. The company has approximate 1200 employees; to them, Labor is a key factor in their success.
““We are an Employer of Choice, being in an unique position to attract and retain the most qualified talent” (cbrevietnam. After five months working as an Intern in Branch of CBRE Vietnam in Hanoi City, the author creates this study with the subject:” Some solutions to improve the quality of current Labor in CBRE Vietnam (Hanoi Branch)”. The content of this research is the overview of Human Resource recruitment in CBRE Vietnam and solutions for better and stronger staffs. II, Research Objectives To the purpose of this study, the following research objectives were identified: 1.
Learning about CBRE Vietnam core information and their current recruitment process. Analyzing this process then point out its Strengths and Weaknesses. Suggesting some solutions and campaigns to improve the quality of the recruitment process. III, Research Questions This research is the answer to these below questions: 1.
How is the Recruitment process in CBRE Vietnam ? Le Thi Ha Vi— 11165920 — Business English 56B 2. What should the company do to improve the quality of the recruitment process? IV, Scope of work The scope of this final report issues on numbers and documents taken from the Human Resource Department of CBRE Vietnam and the result of the staff survey. V, Methodology A combination of various methods was used in order to gain the research’s aims and objectives. Firstly, the author is going to conduct a survey questionnaire among 40 people who are CBRE’s staffs to explore their opinion and thought - A series of questions are designed based on their real working condition and environment.
- After gathering identified information, the investigator expects to receive standardized answers so as to simply analyze the issue. Secondly, a huge and correct amount of information comes from the Human Resource Administration Department. They are willing to provide records and data about the number of employees in the recent ten years. Then the search can be conducted, and with the understanding of Recruitment process and The company business, the author would be draw-up several recommendations, solutions and campaigns for the company to improve their current situation.
VI, Research Timetable Time Research 22TM February -7 March | - Designing the questionnaire and also preparing the questions for personal interview. 15 March - Proposal 20" March -29" March - Data collecting and analyzing - Finding and reading documents relevant to online marketing from the library and the internet. - Writing from the beginning to chapter 2 - Collecting data, figures, information for Chapter 3 Le Thi Ha Vi— 11165920 — Business English 56B 30" March -30° April - Writing chapter 3 and 4 30" April - 10" May - Checking and correcting report 30 May - Submitting report Le Thi Ha Vi— 11165920 — Business English 56B CHAPTER I: INTRODUCTION ABOUT CBRE GROUP — CBRE VIETNAM — CBRE HANOI BRANCH 1.1 Overview and history of CBRE Group It is known as one of the most famous “American firm of investment and commercial real estate services”. The full name Coldwell Banker Richard Ellis has short form as CBRE.
The headquarter of the 114-year-old group is in Los Angeles, California, United States. Recorded in 2019, (cbrevietnam.com) 530 offices all over the world. After ranked 146th on the Fortune 500, the firm has been on the list every year. Its own Website: cbre.
Coldwell Bankers was obtained by Sears in 1981, $300 million was the number Cold Banker’s commercial unit sold to The Carlyle Group. After that, the company’s name changed to CB Commercial Real Estate Group. The company became a public company in 1996, which raised around $80 million. In 1997, acquired Koll Real Estate Services for $145 million.
One year later, the company changed its name to CB Richard Ellis after merging with Richard Ellis International (REI) Limited. On June 10, 2004, “CB Richard Ellis once again became a public company via an initial public offering”. And this current name, CBRE Group Inc. Was born in 2011 after when the company “acquired Trammell Crow Company for $2.2 billion in 2006 and ING Group for $940 million in 2011”.com) In the Asia Pacific Region, CBRE owns 87 offices, therein three places in Vietnam, Headquarter in Ho Chi Minh City, Representative office in Da Nang and Hanoi Branch.
For your information, CBRE’s tax code is 0302847667, business licence number 411043000057 with Mr Marc Townsend is the legal representative. Located on the 6th floor, BIDV Tower, no.