HR DEPARTMENT REVISION DATE EFFECTIVE PROCEDURE No.

00 01 November HR-011
RECRUITMENT WRITTEN BY APPROVED BY

I- OBJECTIVE : I- MUÏC ÑÍCH :

To ensure that recruitment and Ñeå ñaûm baûo vieäc tuyeån choïn nhaân
selection of employees is best vieân phuø hôïp vôùi nhöõng yeâu caàu
suited to the requirements of the cuûa coâng ty.
Company.

II. POLICY II- CHÍNH SAÙCH :

1. HR, in co-ordination with other 1. BP Nhaân söï seõ phoái hôïp vôùi caùc
departments, will organise, boä phaän lieân quan ñeå toå chöùc
implement and control the thöïc hieän vaø kieåm soaùt quaù trình
recruitment process as well as tuyeån duïng cuõng nhö caùc cam
engagement of all employees. keát thoûa thuaän vôùi nhaân vieân.

2. Approval of employment must be 2. Vieäc tuyeån duïng phaûi do caùc beân

co-signed as follows: cuøng kyù duyeät nhö sau:
2.1 GD and HR Mgr for all office 2.1. TGÑ vaø GÑ NS cuøng kyù duyeät
employees at staff and supervisor ñoái vôùi nhaân vieân töø caáp
level. Supervisor trôû xuoáng.
2.2 GD and HRD Indochina with HRM 2.2. TGÑ vaø GÑNS Ñoâng Döông
‘s concurrence for all office staff at cuøng kyù duyeät vôùi söï ñoàng yù
manager level. cuûa GÑNS ñoái vôùi nhaân vieân caáp
2.3 For production staff, Factory Manager.
Manager will co-approve with HR 2.3 Ñoái vôùi nhaân vieân boä phaän
Mgr for staff and supervisory level, saûn xuaát töø caáp Supervisor trôû
and with HRD Indochina and HR xuoáng, GÑ nhaø maùy vaø GÑNS
Mgr’s concurrence for manager cuøng kyù duyeät. Ñoái vôùi caáp
level. manager, GÑ nhaø maùy vaø GÑNS ÑD
cuøng kyù duyeät vôùi söï ñoàng yù
1. Salary will be proposed by HRM cuûa GÑNS
with GD’s approval for all staff
except for manager level which 3. Möùc löông seõ do GÑ NSï ñeà nghò
need to be approved by GD and vaø TGÑ duyeät cho moïi nhaân vieân,
Director Indochina ngoaïi tröø caáp manager caàn coù söï
chaáp thuaän cuûa TGÑ vaø GÑ Nhaân
2. HR, in co-ordination with line söï Ñoâng Döông.
managers, will propose to fill the
job vacancies, first priority, by 4. BP Nhaân söï seõ thaûo luaän vôùi caùc
promoting current employees with tröôûng boä phaän lieân quan ñeå ñeà
the required experience and xuaát boå nhieäm caùc vò trí troáng
qualification . In case no employee baèng caùch öu tieân ñeà baït caùc
from internal source can meet the nhaân vieân coù kinh nghieäm vaø
requirements, then the new chuyeân moân theo yeâu caàu. Trong
recruitment will be carried out. tröôøng hôïp, khoâng coù nhaân vieân
naøo ñaùp öùng ñöôïc caùc yeâu caàu
III. PROCEDURE ñeà ra thì vieäc tuyeån duïng môùi seõ
1. Department Head fills in the ñöôïc tieán haønh.
Manpower Requisition and sends to
HR.
IV THUÛ TUÏC
2. Approval of the employment will be 1. Tröôûng boä phaän ñieàn vaøo phieáu
in compliance with the above yeâu caàu nhaân söï vaø gôûi veà BP
stated policy Nhaân söï.

3. After the approval of employment 2. Vieäc kyù duyeät phieáu yeâu caàu seõ
HR will proceed with the thöïc hieän theo chính saùch neâu

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 HR DEPARTMENT REVISION DATE EFFECTIVE PROCEDURE No.
00 01 November HR-011
RECRUITMENT WRITTEN BY APPROVED BY

recruitment through the treân.

appropriate channels. These
include : 3. Khi ñöôïc duyeät, BP Nhaân söï seõ
thöïc hieän vieäc tuyeån duïng thoâng
- Internal announcement qua:
- Advertisement in the media - Thoâng tin noäi boä
channels
- Labour supplying agencies
- Quaûng caùo treân caùc phöông tieän
truyeàn thoâng
- Labour Department - Dòch vuï giôùi thieäu vieäc laøm
recommendation
- Giôùi thieäu cuûa phoøng lao ñoäng

4. HR. will shortlist / screen all

applicants and organise the first 4. BP Nhaân söï seõ saøng loïc caùc öùng
interview and to do some tests (if vieän, saép xeáp phoûng vaán sô boä &
necessary). thöïc hieän caùc baøi kieåm tra (neáu
caàn).
5. The second round will be
conducted by HR.. and Line 5. BP Nhaân söï cuøng vôùi caùc Tröôûng
Manager. boä phaän lieân quan thöïc hieän
phoûng vaán laàn 2.
6. The third interview (applied only for
manager level up) will be 6. Toång Giaùm Ñoác vaø/hoaëc GÑ Nhaân
conducted by General Manager söï Ñoâng döông seõ phoûng vaán laån
and/or HRD Indochina for final 3 (chæ ñoái vôùi caáp manager ) ñeå
decision on the issue of quyeát ñònh cuoái cuøng cho vieäc
Employment Offer phaùt haønh Giaáy chaáp thuaän
tuyeån duïng.
7. HR issues offer of employment with
major terms & conditions of 7. BP Nhaân söï phaùt haønh Giaáy
employment. The offer will be chaáp thuaän tuyeån duïng vôùi caùc
signed by HRM and GM ñieàu khoaûn vaø ñieàu kieän chính veà
söû duïng lao ñoäng. GÑ NS vaø TGÑ
kyù giaáy naøy
8. Before issuing the offer of
employment, if necessary, HR will
investigate the background 8. Tröôùc khi phaùt haønh Giaáy chaáp
/qualification / personal behaviour thuaän tuyeån duïng, neáu caàn, BP
of the employees with references… Nhaân söï seõ ñieàu tra trình
ñoä/chuyeân moân/ tö caùch cuûa
9. The official contract signed by GM nhaân vieân döïa vaøo ngöôøi giôùi
and HRM with the staff the will be thieäu…
delivered after the confirmation of
successful probation from line
manager. 9. Hôïp ñoàng chính thöùc kyù bôûi GÑNS
vaø TGÑ vôùi ngöôøi lao ñoäng seõ
10. HR will be responsible for the ñöôïc phaùt haønh sau khi coù xaùc
labour registration at Management nhaän thöû vieäc thaønh coâng cuûa
Board of the Industial Park and caùc Tröôûng boä phaän.
Labour Department.
10. BP Nhaân söï coù traùch nhieäm tieán
11. HR is responsible to execute the haønh thuû tuïc ñaêng kyù cho Ban
orientation policy/procedure. Quaûn Lyù caùc khu coâng nghieäp vaø
Phoøng lao ñoäng.

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 HR DEPARTMENT REVISION DATE EFFECTIVE PROCEDURE No.
00 01 November HR-011
RECRUITMENT WRITTEN BY APPROVED BY

12.The new employee has to provide

HR.. with all necessary personal 11. BP Nhaân söï coù traùch nhieäm thöïc
data, personal document within 02 hieän vieäc giaûi thích/höôùng daãn
weeks after work starting. toång quaùt cho nhaân vieân môùi.

V - DOCUMENTATION 12. Nhaân vieân môùi phaûi cung caáp cho

- Manpower requisition .
BP Nhaân söï caùc thoâng tin/hoà sô
caù nhaân caàn thieát trong voøng 02
- Interview Assessment form tuaàn sau khi baét ñaàu laøm vieäc

V - CHÖÙNG TÖØ
- Phieáu yeâu caàu tuyeån duïng
- Maåu phoûng vaán

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