STUDENT ASSESSMENT SUBMISSION AND DECLARATION
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the work is their own.
Student name: Le Hai Dang Assessor name: Le Thu Hanh
Group: 4 and 7
Issue date: Submission date: Submitted on:
10th October, 2022 6/1/2023 Turnitin
Programme:
Pearson BTEC Level 5 Higher National Diploma in Business (Accounting and Finance)
Unit 6: Unit 5 : Human resouce management
Assignment number and title:
HRM 2 : HRM Practice (2 of 2)
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HRM report about specialising in talent management and
creating a training session
Teacher: Le Thu Hanh
Student: Le Hai Dang - Group: 4 and 7
Class: F15A
6/1/2023
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Introduction:
The evaluation was done for the Human Resources Administrator position at Vinfast LLC in
order to specialize in talent management and to produce an interactive and interesting session
on hiring and retaining staff in order to promote ongoing professional growth. In addition, the
review examines the relationship between external and internal factors and organizational
development.
I. Examine how external and internal factors can affect HRM decision making to relation
to organizational development
1. Organizational development
Organizational development is a critical and science-based process that helps organizations
build their capacity to change and achieve greater effectiveness by developing, improving, and
reinforcing strategies, structures, and processes. (Vulpen, 2019). For example, some
businesses, particularly corporations, place a higher priority on firm profits, while others,
particularly charities, place a higher priority on cultural values.
2. External factors:
● Globalisation
Globalization can be seen as a process that represents a change in the organization of social
relationships and interdependence between countries. Globalization brings competition
between countries, leading to knowledge economies that utilize the skills and knowledge of the
workforce. In addition, the competition caused by globalization requires the human resources
department to be effective in employee retention and recruitment processes (Scholte, 2007).
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For example, Vinfast has turned to electric vehicle production to compete in the European
and North American markets (European Commission, 2022). Vinfast had to change its
recruitment standards due to changes in production methods. Vinfast will require personnel
with expertise in virtual assistants, solid-state batteries, artificial intelligence, and information
technology for electric vehicles. This car company often posts vacancies for various positions
in international markets such as the US and Germany on its LinkedIn page. In the US, the
Vietnamese car company is recruiting for the position of ADAS - an expert in automatic driving
technology. According to Germany, VinFast recruits for the positions of customer service staff,
online channel manager, etc. The common point of these positions is that all of these positions
require experience of 5 years or more and must be fluent in EnglishThe next concern is training
and development. Vinfast imports technology from various nations, but particularly from
Germany. The automakers must also receive training in accordance with German requirements
to ensure the successful adoption of these technologies. In parallel, Vinfast collaborated with
the German Chamber of Technology and Commerce to set up a school for training future
workers in the auto industry (Northern California governor, 2022).
However, these training programs all have the same goal of ensuring that the Vinfast
organization never lacks talent and meets the needs of the knowledge economy by successfully
applying the capabilities and knowledge of the workforce to the organizational development
process.
● Legislation
Laws are created by each country to protect the interests of the people in that country, and
they help each country develop relationships among its people. Law is a very important issue
in social life. More specifically for employees, the organization is required to comply with the
law to ensure the rights of each individual. True to the purpose of the rule, which is to foster
stronger relationships between Vinfast employees, it also assesses the workforce's degree of
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job satisfaction. From there, Vinfast can attract more talents to increase the organization's
performance.
A specific example, according to Number 1. Article 168 - Participation in social insurance,
health insurance and unemployment insurance. Labor code 2019 No.45/2019/QH14. The State
of Vietnam has required all employers and employees to participate in various types of
insurance including social insurance, health insurance and unemployment insurance. The
purpose of participating in insurance is to protect the workers in the event of an emergency that
harms the workers. This makes people's job satisfaction level increase making them stick with
more work. Realizing that, Vinfast has made the decision to pay all kinds of insurance
according to the requirements of the Labor Code 2019 for all of its employees (Vinfast, 2022).
This decision of the HRM department at Vinfast creates peace of mind for those who work at
their organization, they feel that the organization is providing and protecting their rights while
participating in labor. This motivates them, gives them a little motivation, makes them satisfied
with their current job at the organization, and makes the company's performance grow and it is
most evident in sales of its.
In general, Vinfast has clearly grasped the information and made appropriate decisions to
be able to adapt to the legal requirements required by the Vietnamese government. Therefore,
they needs to try harder to pay attention to changes and updates of the law to make timely
decisions to ensure the rights of employees in its organization. This helps the organization not
only maintain human resources but also attract more human resources for Vinfast.
Cultural influences
Different regional cultures, both domestically and overseas, are represented in every
organization. Each individual in the organization has a distinctiveness that is influenced by
different cultures. That requires human resource managers to be flexible in how they adapt to
each employee while also keeping in mind the cultural norms of that workforce.
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In order to expand and become well-known, Vinfast has partnered with various worldwide
companies. Therefore, multinational staff members or even leaders are a crucial part of Vinfast.
To maximize the contributions of our diverse workforce and promote an inclusive environment
that promotes employee retention, the HR department must successfully execute diversity and
inclusion policies. By lowering injustice and conflict and boosting employee morale, effective
management of diversity and inclusion can also enhance working conditions. With years of
experience, our foreign leaders have significantly aided Vinfast's growth. To foster great
communication and inspire great performance from employees from varied cultural
backgrounds and, ultimately, to the success of Vinfast's company, Vinfast's HR department
must first have a thorough understanding of cultural attributes and features.
3. Internal factors:
● Leadership style:
Leadership is an extremely important factor in the development of every organization.
Leaders know how to take advantage of the strengths and opportunities of the organization to
improve its weaknesses and deal with its challenges. So being able to lead and make the right
decisions can help an organization thrive. Leadership style is an integral part of decision
making for an organization. The decision style of the leadership team will also determine the
decision style of the HRM department.
For example, Vinfast's leadership style is transformational, which has a huge influence
on the decision making of the organization's HRM department because all decisions will have
to go through the leader. Vinfast always makes changes to the system to bring development
benefits to the organization. Vinfast's decision to change personnel is a big change in human
resources in the context that the business is seriously short of human resources (VietnamWorks,
2014). However, that decision was made to ensure the company's quality because if the quality
of human resources is guaranteed, the performance of the work during the period of setting
development goals will be guaranteed and easier to implement.
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This is a really important decision for the future development of Vinfast. However, it
is really risky during the period of staff shortages in Vietnam. Instead, Vinfast should pay
attention to the recruitment and selection processes of the organization to be able to ensure the
input of human resources.
● Motivation of Vinfast Vietnam:
Motivation is one of the important factors that directly affects employee performance,
and ensuring each employee's job performance is an essential part of the organization's
progress. If organizational motivations meet the needs of current employees, it will create job
satisfaction in the organization, because they do that work for the organization and they receive
value that they want. From there, their performance will be promoted, enhanced and this makes
the organization achieve its development goals.
Vinfast has seen the results of paying attention to employee motivation, so the HRM
department decided to develop a series of motivational strategies for their employees. The
HRM department has used a full range of motivations to boost employee morale, fully meeting
the needs that employees want. In more detail, Vinfast has a policy of creating promotion
opportunities for all employees in its organization (Vingroup, 2022). They used intrinsic
motivation to meet the internal needs of employees; they wanted to develop themselves to a
higher level. By stimulating that desire in employees, they will have to enhance themselves,
improve, and develop their performance to be able to advance to higher positions in the
organization. This has led to the improvement of each employee in the company, helping the
company develop in terms of the quality of its personnel.
Although Vinfast has done quite well in recognizing its employees' desires and creating
motivations based on those desires to develop employee performance, Vinfast needs to improve
their motivation strategy because international integration makes the labor market more open,
forcing them to compete with organizations outside of Vietnam.
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● Organizational culture:
The culture of an organization determines how employees should conduct themselves.
Leaders share ideals and concepts, which are subsequently disseminated and upheld through a
variety of strategies and behaviors (SHRM, 2021). Following the study, Armstrong (2020)
described organizational culture as the common belief system, values, and norms that are
produced and shared within an organization and that shape how people behave and have an
impact on an employee's ability to perform inside that organization. We have always respected
discipline, and Vinfast has a role culture that has been formed to ensure legitimacy and legality,
as well as to foster a culture of professionalism. By ensuring Vinfast's progress and creating a
greater standard of living for future generations.
II. Professional enhancement training program for the HRM department to maintain the
organization's sustainable performance.
1. Training needs
The HRM department at Vinfast struggles to find and pick the best human resources for
the company, which is crucial for ensuring the organization's long-term performance. The
process of recruitment and selection will be crucial in determining the caliber of the
organization's human resources. The company's human resources won't always satisfy
organizational needs if this approach isn't properly applied. Having to retrain new human
resources will cost the business a lot of money and time, which is another drawback. As a
result, financial resources will be lost, and the organization's development objectives will take
longer to implement. As a result, while attending this program, Vinfast's human resource
management division must improve its talents in recruiting and selection. This skill helps the
HRM department recruit more competent human resources and communicate the organization's
requirements for each position effectively. In addition, the organization not only improves and
capacity improves that the HRM department needs to improve both in terms of motivation to
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develop work efficiency. Supporting each other in work with a common purpose will help
employees bond with each other more. In addition to implementing training policies and
programs, the human resource management department also has to improve the reputation and
image of the business, which helps the organization retain employees and attract talented
candidates. resources in the current shortage of human resources in the Vietnamese market.
When the workforce participates in training courses, it will improve the capacity of workers
and social resources. The skills that the HRM department will be trained on all contribute to
ensuring the quality of human resources, thereby helping the company improve the sustainable
performance of the organization.
2. How this training program improve sustainable organisational performance
Vinfast is supporting ground-breaking projects in the Vietnamese automotive industry and
reaching out to other nations. Vinfast has had increasingly rapid growth in recent years. Vinfast
requires a lot of resources—both natural and human—to accomplish its development goals in
this cutthroat environment. In order to locate the best, brightest personnel for the firm, one of
the first Vinfast requirements is the human resources division, particularly the recruitment and
selection stage.
The human resources team at Vinfast will gain information and skills regarding jobs in
recruiting and selection by taking part in this program, including job descriptions, job
specifications, job advertisements, interview questions, interview notes, and invitation letters.
These are crucial positions that enable Vinfast to hire people to fill its workforce demands for
sustainable development by assessing the quality of HR.
The time spent on candidate screening and interviews can be reduced by creating a clear
and understandable job description that provides relevant information for recruitment needs.
Determining the particulars of the recruitment criteria will help Vinfast find the right person to
fill the role. As a result, the staff training process will move faster and be simpler to implement.
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To determine the most sustainable wage that benefits both the employer and the employee, the
firm will perform interviews and evaluations based on the duties and requirements that the
hired employees must meet from the job description.
When a company needs to hire new employees, posting jobs on media platforms is a crucial
stage in the process of disseminating information about one or more openings. In order to draw
in a large pool of qualified candidates, HR staff members will learn how to write job
advertisements and then issue forceful requirement announcements. This will allow candidates
to understand that Vinfast is a respectable company where they wish to work and stick for a
long time.
In the training program, HR staff will be instructed using a variety of techniques, such as
role playing, where employees put their knowledge of interview questions and interview notes
to use while simulating the actual interview process. Take notes on the candidate's responses.
In order to select the best employees for Vinfast, staff will be able to draw on more experience
and be more knowledgeable about how to ask pertinent and original questions.
3. Training objective
Determining the needs of customers and the market is the most important job in business,
so Vinfast needs to build a team of staff capable of conducting market research, especially for
customers in a volatile market such as Vietnam.
The goals that will be set for this training program are:
“More specifically, we hope that after this training program, within the next 4 months, the
human resources department can recruit 3 Vietnamese senior managers for sales department
positions.”
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Vinfast's human resources officers, especially Vinfast's recruitment specialists, will benefit
from studying this training program, which will help them gain more in-depth knowledge about
recruitment, especially in writing recruitment documents. Vinfast HR staff will know how to
write job descriptions, job specifications, job advertisements, interview questions, interview
notes, and cover letters. Employees also have access to new trends in global recruitment and
Vinfast's requirements when searching for employees that match the company's criteria.
Thereby, with the knowledge gained from this 3-day training program, the staff members will
show better capacity at work, and 3 employees will be recruited for the marketing segment
within the next 4 months.
4. Training methods
They are implemented through methods that match the desires of the training program.
The Classroom Method - This method will have a mentor and guide many employees in
common principles when doing job creation and selection. This method helps the training
course be completed in a short time and helps Vinfast achieve the set goals faster. Moreover,
it not only ensures training time but also ensures quality because using this training method
will create opportunities for members and lecturers to discuss unknown issues and for members
to exchange knowledge they have learned to improve their skills.
The Training game method - This method is presented in the form of a game that gives
employees a new way of training different from traditional forms of training while keeping the
discipline and overall goals of the organization. This method helps Vinfast's training course
enhance the ability to transfer jobs in a personalized environment while building positive
relationships between employees and management in the organization. In addition to building
relationships, game-based training also helps employees improve their retention of important
information so they can make informed decisions.
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Role playing method - a relatively simple laboratory technique that can be added to traditional
training methods. Its goal is to improve the trainee's interpersonal communication skills. This
will help employees be more confident at work, thereby daring to come up with ideas to
improve work efficiency. In addition, this method also helps employees develop listening skills
in meetings, thereby analyzing and collecting important information to improve work
efficiency.
5. Training program
Vinfast's HR department has made appropriate adjustments to the factors to ensure the
sustainable performance of the organization. For example, organizations require each member
of their workforce to speak a foreign language to accommodate foreign companies. Besides,
they must know how to seize the opportunity to make decisions for the organization. However,
sometimes they will make risky decisions, such as dismissing employees who do not have the
capacity for basic skills and knowledge, given that the Vietnamese labor market is lacking in
human resources. This can have a big impact on the company's performance.
To avoid having layoffs impact the company's performance, the HRM department needs to
improve and enhance the organization's recruitment and selection processes. They need to
know how to draft recruitment and selection documents and enhance the image of the
organization to attract qualified employees.
This program outlines the steps required in the recruitment and selection process, along with
the required documents for each step.
Step 1: Provide recruitment and recruitment needs
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The HR department will be guided to analyze the job needs that the company is choosing, and
then the staff will apply and create three necessary documents for the organization.
● Job description requirements:
➔ Provide employees with basic job information to attract qualified candidates for
the job
➔ Guide and support employees to access and easily complete work.
● Job specification requirements:
➔ Indicate to candidates the qualifications required for the position in terms of
ability, education, experience and skills
➔ Employers need to understand the necessary criteria to evaluate candidates for
a specific position.
● Job advertisement requirements: convince qualified candidates to apply for the position
the organization is looking for.
Example:
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Job description
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Job specification
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Job advertisement
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Step 2: Selection
The department must base on necessary needs, build an interview process to collect results to
evaluate candidates and based on the criteria mentioned in Step 1 to be able to select individuals
suitable for the job. In this step, the HRM department needs to have skills in building three
related documents. This is the most important step; if the selection is done, the department will
help Vinfast ensure the quality of its human resources. This helps to maintain the sustainable
performance of the organization.
● Interview questions: Help employers assess a candidate's ability to present work
experience, motivation levels, communication skills, problem-solving abilities, and
interest in the job.
● Interview notes: This is a document for the interviewers to base on the information
collected through the interview process to evaluate and draw conclusions.
● Invitation letter: After finding the right employee for the position the company is
looking for, the HRM Department needs to send a notice to the selected candidates to
confirm their final decision with this job. It shows the results of a whole process, it
shows the effectiveness of the recruitment and selection process.
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Example:
Interview question
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Interview notes
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Invitation letter
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Conclusion:
VinFast is in need of high quality employment and with these guidelines, we will quickly
achieve the objective that we have set up at the beginning. Overall, this training program will
help improve the quality of the HR department in the recruitment and selection process.
Everything went as planned for VinFast's HR department.
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References:
• Understanding and developing organizational culture an organisation's culture defines
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organizational-culture-an-organisations-culture-defines-the-proper/
• VinGroup(2022). VinGroup. Retrieved from Vingroup: vingroup.net
• VinFast(2022). VinFast. Retrieved from VinFast: vinfastauto.com
https://vinfastauto.com/vn_en/vinfast-selects-ima-to-provide-roadside-assistance-for-
european-customers
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[Online]
Available at: https://www.aihr.com/blog/organizational-development/
• Leadership styles (2022) Leadership Styles - Overview, Importance, Examples.
Corporate Finance Institute. Available at:
https://corporatefinanceinstitute.com/resources/management/leadership-styles/
• Cummings, T. and Worley, C. (2014) Organization Development and Change. 10th
edn. Cengage Learning.
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