MINISTRY OF EDUCATION AND TRAINING

SAIGON BUSINESS SCHOOL

ESSAY
Subject: Human Resource Management

Unit Assessor : Le Hua Xuan Quynh

Student implementation : CAO GIA HUY

Class : Summer

Academic Year : 1

Ho Chi Minh City, Month 8/2024

 PREFACE

People are an important factor determining the success of a business. They are the
people who are directly involved in the production process that creates the product.
Businesses want to survive and develop in today's market economy, when they have to
compete with domestic and foreign enterprises, requiring managers to know how to exploit
and use their human resources effectively. How to create competitiveness through people is
considered a fundamental and decisive factor of all times, a prerequisite for ensuring the
long-term development strategy of enterprises. In order to effectively manage human
resources, the first thing is that managers must create conditions to promote the full potential
in each person.
 Table of Contents

CHAPTER 1: ABOUT THE COMPANY .............................................................................. 1

1.1 Overview Business .......................................................................................................... 1

CHAPTER 2: THE ROLE OF HRM IN ORGANIZATIONAL SUSTAINABILITY AND

TALENT MANAGEMENT..................................................................................................... 2

2.1 Integration of HRM with Corporate Strategy at TechNova Solutions ...................... 2

CHAPTER 3: HRM’S CONTRIBUTION TO TALENT MANAGEMENT ...................... 4

3.2 Assess the contribution of HRM in recruiting and retaining talent and skills to
achieve business objectives. ................................................................................................. 4

3.2.1 Talent Recruitment and Selection........................................................................... 4

3.2.2 Development and training ....................................................................................... 4

3.2.3 Performance Management ...................................................................................... 4

3.2.4 Talent Retention and Retention .............................................................................. 4

3.2.5 Develop HR strategies.............................................................................................. 5

CONCLUE ................................................................................................................................ 6

REFERENCES ......................................................................................................................... 7
 CHAPTER 1: ABOUT THE COMPANY

1.1 Overview Business

TechNova Solutions technology company specializes in software, consulting services

and information technology development. Within 5 years, the company has grown and
expanded its workforce and customer base.

But in recent times, the company has faced challenges in human resources, namely
sustainable performance, attracting talent, retaining talent, and developing skills.

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CHAPTER 2: THE ROLE OF HRM IN ORGANIZATIONAL SUSTAINABILITY AND
TALENT MANAGEMENT

2.1 Integration of HRM with Corporate Strategy at TechNova Solutions

In order to implement effective human resource management, which is both in line

with the company's long-term goals and supports short-term strategic goals, an integrated and
flexible strategy is needed that includes:

⚫ Building an HR strategy associated with business strategy: Closely link the goals of
human resources with the overall goals of TechNova Solutions, based on business strategy to
forecast future human resource needs, thereby planning recruitment, training and human
resource development. And build a corporate culture to create a positive, professional and
appropriate working environment.

Example: Service companies need to improve customer service

• Business Strategy

Improve customer service quality and improve customer satisfaction.

Revenue growth through the provision of excellent customer service and the
development of value-added services.

• HR Strategy

Recruitment and Training: Recruit customer service staff with excellent

communication skills and industry experience. Provide ongoing training in communication,
problem-solving, and emergency management skills.

Performance Management: Set specific customer service criteria, such as response

time and customer satisfaction, and track these metrics through performance measurement
tools.

⚫ Recruitment and selection of talents: Build a resume that clearly describes the
candidate's skills, experience, and qualities requirements in detail. Leverage traditional and
modern recruitment channels to reach a wide range of potential candidates.

Example: Technology Company - Software Engineer Recruitment

Recruitment Channel: Use specialized job platforms such as LinkedIn, Stack

Overflow, and GitHub, along with job postings on company websites and tech forums.

Employee Referral Program: Encourage current employees to refer talented

candidates by offering rewards for successful referrals.
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 ⚫ Evaluate performance and develop a career development plan: Develop specific,
objective performance evaluation criteria and link them to work objectives. Conduct periodic
performance review meetings to provide timely feedback to employees.

Example:

Training and Certifications: Provides advanced training courses and certification

opportunities for new technologies or advanced software development methods.

Development Roadmap: Create a career development path for software engineers

with stages from junior developer to project leader or lead engineer. Mentorship and
Coaching: Provides mentorship and coaching programs with senior engineers to guide and
support employees' career development.

Integrating HRM with business strategy is an ongoing process and requires

commitment from leadership and all employees. When done correctly, this integration will
bring great benefits to businesses, helping businesses achieve their business goals and
sustainable development.

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 CHAPTER 3: HRM’S CONTRIBUTION TO TALENT MANAGEMENT

3.2 Assess the contribution of HRM in recruiting and retaining talent and skills to
achieve business objectives.

3.2.1 Talent Recruitment and Selection

Build Recruitment Process: HRM designs and implements effective recruitment

processes to attract and select quality candidates. This includes formulating hiring criteria,
creating compelling job descriptions, and using appropriate assessment tools.

Employer Branding: HRM works to build a strong employer brand, helping the
organization stand out in the eyes of potential candidates. This includes promoting company
values, organizational culture, and employee benefits.

3.2.2 Development and training

Develop training plans: HRM develops training and development programs to

improve the skills and competencies of employees. This can include professional skills
training, leadership skills, and other diverse training programs.

Career Development Plan Management: HRM develops career development

pathways for employees, identifying opportunities for personal advancement and
development within the organization. This helps employees clearly see the path of
development and create motivation to work.

3.2.3 Performance Management

Establish an Evaluation System: HRM implements performance evaluation systems

to measure and track employee contributions. This includes establishing performance
indicators, conducting periodic review sessions, and providing feedback to employees.
Reward Management: HRM designs and manages reward and remuneration systems to
recognize and reward employees with outstanding performance. This includes financial
rewards, public praise, and other forms of recognition

3.2.4 Talent Retention and Retention

Create an Engaging Work Environment: HRM works to build and maintain a positive
and supportive work environment that enhances employee satisfaction and engagement. This
may include improving flexible working policies, organizational culture, and development
opportunities.

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 Analyze and Resolve Retention Issues: HRM analyzes the reasons for quitting and
implements measures to reduce the turnover rate. This can include adjusting welfare policies,
improving the work environment, and enhancing communication with employees.

3.2.5 Develop HR strategies

Human Resource Forecasting and Planning: HRM anticipates future human resource
needs and plans to ensure the organization has enough talent to meet strategic objectives. This
includes analyzing labor market trends and preparing personnel replacement plans.

Integrate HR strategy with business strategy: HRM ensures that HR strategies align
with the overall strategic goals of the organization, helping to achieve the company's
long-term and short-term goals.

Example:

➢ Google is well-known for its strong talent development programs such as Google
Career Certificates and internal training courses. They also use accurate and innovative
performance evaluation systems to track employee development.
➢ IBM implements clear career development paths for employees and provides
ongoing training opportunities. They also apply data analytics tools to predict human resource
needs and manage performance.

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 CONCLUE

Human resource management is an extremely important and indispensable task in any

company or business. They have no impact on the performance and development of the whole
business. It is also because of this that human resource management is likened to the art of
using people. Human resource management plays a very important role in the development of
the business. Good human resource management will help businesses take full advantage of
the full capabilities of their employees, helping them promote their inherent advantages. It is
the same as arranging an employee in the right job position and in accordance with their
capacity, they will work with full productivity, enthusiasm and dedication to the company to
improve work efficiency to the highest level.

On the contrary, if the company's human resource management is not good, or rather,
not knowing how to manage human resources, it will make employees feel dissatisfied,
disproportionate and gradually leave. That is the fault of the human resource manager when
he has not fulfilled his duties. In addition, human resource management also contributes to
building, orienting as well as supervising the human resource apparatus to operate in
accordance with the strategic goals outlined by the enterprise

Training and development are activities to maintain and improve the quality of human
resources of organizations, which are decisive conditions for organizations to stand firm and
win in a competitive environment. Human resource development is the overall organized
learning activities conducted over a certain period of time in order to create a change in the
occupational behavior of employees. Human resource development includes 3 types of
activities: Education - Training - Development. There are two groups of training and
development methods, namely on-the-job training and off-the-job training, in which there are
many specific training methods. When an organization implements training and development
activities, it is necessary to consider strategic issues to come up with a master plan for training
and development.

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 REFERENCES

1. BCC (no date) Personal Development Goals – Good Examples of Personal Growth at Work

[online]. Bùi Đức Chính. Available from:

https://bcc.com.vn/blogs/blog-nhan-su/muc-tieu-phat-trien-ca-nhan-nhung-vi-du-hay-ve-su-p

hat-trien-ca-nhan-trong-cong-viec-304.html [Accessed 1.8.2024]