MINISTRY OF EDUCATION AND TRAINING HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH QUALITY TRAINING CAPSTONE PROJECT INDUSTRIAL MANAGEMENT IMPROVE THE RECRUITMENT AT SAIGON INDUSTRIAL CORPORATION LECTURER: NGUYỄN THỊ THANH VÂN STUDENT : ĐINH NGUYỄN THÀNH CÔNG SKL010201 Ho Chi Minh City, March 2023 HO CHI MINH CITY UNIVERSITY OF TECHNOLOGY AND EDUCATION FACULTY FOR HIGH QUALITY TRAINING THESIS IMPROVE THE RECRUITMENT AT SAIGON INDUSTRIAL CORPORATION Full name : Đinh Nguyễn Thành Công Student ID : 18142006 Course : 2019 Major : Industrial Management Instructor : Nguyễn Thị Thanh Vân HCMC, March 2023 COMMENTS OF ADVISOR. HCMC, DD/MM/YYYY Advisor i COMMENTS OF REVIEWER. HCMC, DD/MM/YYYY Reviewer ii ACKNOWLEDGEMENTS To complete this internship report, I would first like to send to the teachers and teachers of HCM University of Technology and Education the most sincere and deep thanks. In particular, I would like to send to Ms.
Nguyen Thi Thanh Van – who has dedicatedly guided and helped me complete this theses report with the deepest thanks. I would like to sincerely thank the Board of Directors and the staff of human reroes department of Saigon Industrial Corporation for creating favorable conditions for me to learn practically during the internship at the company. Finally, I would like to thank the sales department of CNS for their help and provide practical data for me to successfully complete this graduation internship topic. I would also like to express my gratitude to the leadership of HCM University of Technical Education and the Functional Departments for giving me the opportunity to practice in my favorite place, allowing me to go out into real life to apply the knowledge that the teachers have taught.
Through this internship, I realized many new and useful things in business to help my future work. Because my knowledge is still limited, in the process of practicing and perfecting this topic, I am not immune to errors, I hope to receive comments from you as well as the company. Best regards, HCMC, August 11, 2022 Student Đinh Nguyễn Thành Công iii LIST OF ACRONYMS ACRONYMS EXPLAIN QA Quality Assurance QC Quality Control PC Production Control HR Human Resource P&B Production & Business Activities R&D Research & Development CNS Saigon Industrial Corporation iv LIST OF TABLES Table 1. 1: Businessresults in the period 2020 – 2022.
1: Workforce composition in gender. 2: Workforce composition in Qualification. 3: Workforce composition in age. 4: Human resource fluctuations at the Company in the period from 2020 – 2022.
5: Employee recruitment results in 2022. 6: Employee Resource Ratio. 7: Detailed efficiency table of job website channels, social networks. 8: Candidate screening criteria.
9: Human resources results of the Company in the period 2020-2022. 10: Internal Recruitment Source Screening Index. 11: External recruitment source screening index. Average recruitment period of sources.
13: Internal recruitment costs of Saigon Industrial Corporation in 2022. 14: External recruitment costs of Saigon Industrial Corporation in 2022. 15 Satisfation level of candidates. 1: List of proposed universities and colleges.
2 Internal Recruitment Cost Improvement. 3 External Recruitment Cost Improvement. 4 An example of an effective recruitment timeline:. 84 v LIST OF FIGURES Figure 1.
1: Logo and overview of the company. 2: Milling Machine CNC. 5: CNC 5 Axis Machine. 6: QC Inspection Machine.
7: Smart Scope QC Inspection Machine. 8 : Company’s organization chart. 9: Organizational chart in the department of human resources. 1: Process of hiring new employees………………….
1 Company human resources statistics from 2020 to 2022………………. 2: CNS Flowchart of the Recruitment Process. 3: Recruitment page of Saigon Industrial Corporation. 1 Some popular recruitment associations and groups on the social network Facebook in Ho Chi Minh City………………………………………………….
2: Some recruitment associations and groups are popular on Facebook in Ho Chi Minh City. 3: Post jobs through new job boards. 4: Proposed recruitment notice template table. 77 vi Table of Contents COMMENTS OF ADVISOR.
i COMMENTS OF REVIEWER. iii LIST OF ACRONYMS. iv LIST OF TABLES. v LIST OF FIGURES.
vi Table of Contents .Reasons For Choosing The Topic.Object and Scope Of Research. Structure Of The Report. 2 CHAPTER 1: OVERVIEW OF CNS INDUSTRIAL CORPORATION .Introduction of the Saigon Industrial Corporation .History of formation and development .4 Field of activity.1 Company’s orgnization chart .2 Functions and tasks of the levels in the organization chart. The company's business results in the period of 2022.
16 CHAPTER 2: THEORETICAL FOUNDATIONS OF RECRUITMENT .1 Definition of human resources recruitment .1 Human resource recruiting .2 Human Resource Selection. Objectives and role of human resource recruitment .2 Role of human resource recruitment .3 Sources and methods of recruitment .1 Source candidates from within the business .2 Methods of recruitment from within the organization .3 Sources of recruitment outside the organization .4 Recruitment methods from outside the organization .4 Acquisition and Study Of Records .6 Testing, Multiple-Choice .7 In-Depth Interviews .10 Making Hiring Decisions.11 Evaluation of Recruitment Efficiency .5 Recruitment Affective Factors.1 Factors Inside the Enterprise .2 Factors Outside the Enterprise .1 Indicator of the number of candidate profiles per vacancy .2 The proportion of candidates who match the recruiting criteria .3 Time indications for personnel recruitment .4 Rate of recruitment success .5 Conversion rate of candidates from application to interview round .6 Percentage of candidates who get jobs after matriculation.7 Recruitment Advertising Effectiveness Index. 33 Chapter 3: Recruitment Status of Human Responsibilities At Saigon Industry Corporation. Human resource situation at Saigon Industrial .1 Human resource situation at Saigon Industrial Corporation in the period of 2020 - 2022 .2 Workforce composition in the company in the period of 2020 – 2022.
Human resource fluctuations at Saigon Industrial Corporation .2 Recruitment situation at Saigon Industrial Corporation .1 Recruitment source at Saigon Industrial Corporation .2 The Recruiting Procedure. Recruitment results in the period of 2020 – 2022. Evaluation of recruitment outcomes compared to needs. Evaluation by recruitment sources.
Evaluation by recruitment time .4 Internal recruitment costs of Saigon Industrial Corporation.5 Recruitment costs from external sources Saigon Industrial Corporation .4 Evaluation of recruitment of Saigon Industrial Corporation. 62 CHAPTER 4: SOLUTIONS TO IMPROVE OF RECRUITMENT WORK AT COMPANY CNS INDUSTRIAL CORPORATION.1 Development Objectives And Orientations Of Saigon Industrial Corporation In 2023. Solutions To Improve Of Recruitment Work At Saigon Industrial Corporation .1 improve the number of candidates who apply according to the company's target.2 Diversify recruitment sources .3 Improve the quantity and quality of workforce. Improve recruitment cost .5 Improve hiring time through recruitment sources .Reasons For Choosing The Topic To revive our economy and society, we have an important goal that needs to be promoted and strengthened in the future.
It is the development of humanity. At the dawn of a new century dominated by technology, we need to understand what is happening in the changing process of the knowledge-based economy and use our resources to raise standards. And the meaning here is about human resources. Personnel selection is a top priority job that affects the competitiveness and conditions of existence of a company.
Companies with great people, advanced skills and agility will benefit greatly. Creating direct value is the role of people, not money as in other departments and I want to say here that the company's recruitment team is always stable in quantity and quality in terms of expertise and skills is very important. In fact, companies have paid more attention to recruitment in Vietnam than before, but not many companies pay attention and have specific investment plans. Insufficient funding or insufficient recruitment capacity.
To understand and gauge a candidate's reaction to a request, or because the position is too demanding. All humans are very complex creatures. Each person has a completely different way of thinking, thinking, abilities and circumstances. No matter how strong a company or organization is, how modern the machinery and technology are, if there are no people, it is no different from "scrap iron".
In fact, people are the most expensive and difficult resource to manage in a business. Saigon Industrial Corporation is a 100% state-owned enterprise in Vietnam, where I interned for three months. Today, the company's dominance in talent management is commendable. However, there are still some existences such as the test has been too long and is no longer suitable for the current situation, the job description board has not been invested and thoughtful to attract personnel, the interaction of personnel and other departments is still very limited.
If we can solve the current situation, I think it will help a lot to improve the quality of recruitment. Therefore, I chose the topic "Improving recruitment at Saigon Industrial Corporation". Research Objectives Analyze and evaluate the current status of recruitment, find out the remaining limitations in recruitment at the company. Then, based on the existence of the company, I proposed some solutions to improve the recruitment of the company.
This can bring something new but good to the company's recruitment efforts.Object and Scope Of Research Research object Recruitment at Saigon Industrial Corporation Vietnam. Research scope: About space: This topic is observed and researched from the activities that are and have taken place at Saigon Industrial Corporation Vietnam. About time: Data, tables and processes are referenced and taken in the company's documents in 2020 - 2022. Research Methodology Method of observing the current situation at the company: To have a more multifaceted and easier view, we will look at the actual steps taken in the company's recruitment activities, recruitment process, and other HR processes.
Methods of analysis and synthesis: analyzing recruitment efficiency and variables affecting the recruitment process. Based on the research results, making general comments about the current recruitment situation of the Company, the advantages and limitations of recruitment, and proposing solutions to overcome the remaining difficulties. Secondary document research methods include investigating theoretical foundations based on documents such as textbooks, research works, scientific publications, journals, theses, theses. A method of calculating, analyzing, and comparing data for many consecutive years at different rates.
Structure Of The Report In addition to the introduction and conclusion, the graduation internship report consists of 4 chapters: Chapter 1: OVERVIEW OF CNS INDUSTRIAL CORPORATION Chapter 2: THEORETICAL FOUNDATIONS OF RECRUITMENT Chapter 3: REALITY OF RECRUITMENT AT CNS INDUSTRIAL CORPORATION CHAPTER 4: SOLUTIONS TO IMPROVE OF RECRUITMENT WORK AT COMPANY CNS INDUSTRIAL CORPORATION 2 CHAPTER 1: OVERVIEW OF CNS INDUSTRIAL CORPORATION 1. Introduction of the Saigon Industrial Corporation (Source: self-synthesized author) Figure 1. 1: Logo and overview of the company Saigon Industrial Corporation (CNS) is one of the leading corporations in Ho Chi Minh City, operating in the fields of mechanical engineering, machinery, chemicals, information technology, electronics, food, real estate, and trade and services, with 13 member units, 5 factories, more than 5,000 employees, production and business activities in key industries of the city. More than 5000 officers and workers work across 7 subsidiaries and 4 connected firms, 2 international joint venture companies, and 4 factories.
CNS's expansion confirms its vital role in the sector in Ho Chi Minh City and throughout the country via quality control and services that foreign partners highly value. History of formation and development History and Development: Information on Saigon Industrial Corporation On March 27, 2006, the Department of Industry of Ho Chi Minh City merged industrial production units. The Saigon Industry Corporation (CNS) was founded with eight subsidiaries, three associated firms, and four affiliated factories. Mechanics, Chemicals, Electronics - Information Technology, and Food are the primary business lines.
Through the non-stop development drive, CNS has argued for the benefits of arranging industry and business in industrial parks. In 2007, CNS devised a plan to 3 strengthen core competencies while expanding industries, with the goal of offering high efficiency through investment forms and collaboration with key local and international partners.