How Human Resource Management Plays An Important Role In a Company

The key components of Hoa Phat Group's human resources management have been discussed in this study. Workforce planning, hiring and onboarding, training, and development are just a few of the topics that have been highlighted and thoroughly assessed for strengths, flaws, and recommendations.

Contents
I. Introduction........................................................................................................................................2
II. Our company....................................................................................................................................2
2.1. Historical....................................................................................................................................2
2.2. Vision.........................................................................................................................................2
2.3. Mission.......................................................................................................................................2
2.4. Objectives (Strategic and secific objectives)...............................................................................2
2.5. Organizational structure, Scale and number of employees.........................................................3
2.5.1. Organizational structure.......................................................................................................3
2.5.2. Scale and number of employees...........................................................................................3
III. Purpose and role of HRM................................................................................................................4
3.1. Human Resource Management:..................................................................................................4
3.2. The purpose of Human Resource function..................................................................................4
3.3. The role of HRM in the organization:.........................................................................................5
3.4. HRM of Hoa Phat Group:...........................................................................................................5
VI. HRM practice..................................................................................................................................6
4.1. Workforce planning....................................................................................................................6
4.1.2. External workforce planning (PESTEL ANALYSIS):.........................................................7
4.2. Recruitment and hiring:..............................................................................................................9
4.2.1. Recruitment:........................................................................................................................9
4.2.2 Selection:............................................................................................................................10
4.3. Performance Management........................................................................................................11
4.5. Reward......................................................................................................................................12
V. Conclusion......................................................................................................................................13
VI. References.....................................................................................................................................14

I. Introduction
This report has mentioned the important elements of Human Resources Management in Hoa
Phat Group. Issues such as Workforce planning, Recruitment and Hiring, Training and
Development, have been mentioned and evaluated in detail strengths, weaknesses,
recommendations. In addition, the study objectively assessed the advantages and
disadvantages of methods, and evaluate the value of implementing and implementing HRM
in the organizational environment of industries in general and for Hoa Phat in particular.
II. Our company
2.1. Historical
Since August 1992, we have been a firm specializing in the trade of construction machinery.
Hoa Phat thereafter ventured into various industries, including furniture, steel pipes,
construction steel, refrigeration, real estate, and agricultural. On November 15, 2007, Hoa
Phat officially listed shares on the Vietnam stock exchange under the symbol HPG. Hoa Phat
Group now includes 11 member firms with a total of 25,424 officers and workers working
across the country, as well as one office in Singapore. Steel production is the Group's major
activity, accounting for more than 80% of overall sales and profit. Construction steel, hot
rolled coil (HRC), prestressed steel, wire drawing, steel pipes, and color coated corrugated
iron are the primary products of Hoa Phat's steel production line.
2.2. Vision
Hoa Phat want to become an industrial manufacturer with a leading product quality as its
steel production being its core business sector. To be able to achieve the current success, the
group has gone through many ups and downs. The company always proposes the fastest
solutions and best meets all the needs of customers in both domestic and export markets.
With pioneering aspirations and investment strategy - sustainable development, with a vision
to become a leading industrial production group in Vietnam operating in multi-industry with
strengths in steel production, traditional industries and industries real estate (HPG, 2022).
2.3. Mission
According to Hoa Phat Group (2022), the company always meets the needs of consumers,
contributing to transforming the country's landscape and developing the community. In
particular, the company always provides goods and services of international quality,
reasonable prices, diverse designs, and environmentally friendly. In addition, the company is

constantly innovating to affirm the reputation and goals of a multi-industry company in
Vietnam: Dynamic, creative, rising to the top position in the world market. Hoa Phat brand
always affirms the mission of a company through corporate culture to the community and the
development of the country. HPG is aware of corporate responsibility towards society.
2.4. Objectives (Strategic and secific objectives)
The management of Hoa Phat Group (Code: HPG) expects that revenue in 2022 will continue
to increase slightly compared to the previous year thanks to the output of Hoa Phat Dung
Quat Iron and Steel Complex, container products from the new factory and the segment
household electrical appliances. The group's leadership strives this year to achieve the
following goals: Commencement and partial construction of phase 2 of Dung Quat Iron and
Steel Complex, completion and trial run of a container factory in Ba Ria – Vung Tau,
maintaining the No. 1 market share in the field of construction steel and pipe steel, ... Hoa
Phat strives to consume all of its products in 2022, continuing to lead the national market
share in steel construction and steel pipes.
As for the galvanized sheet segment, the group is expected to run at its maximum capacity of
400,000 tons/year in Hung Yen, and at the same time build a color, galvanized, and cold-
coated steel sheet factory in the South to serve the market this area. (Song, 2022)
2.5. Organizational structure, Scale and number of employees
2.5.1. Organizational structure
The organizational structure is managed and operated according to the model of the General
Meeting of Shareholders, the Board of Directors, the Supervisory Board and the Board of
General Directors. In addition, there are management participation of member companies (10
companies), 3 affiliated companies and the Group Office with 8 departments in charge of 8
different segments. The General Meeting of Shareholders is the supreme decision-making
body of the company as a shareholder with voting rights according to its duties and powers in
accordance with the provisions of the Companies Act and the Association's Charter. The key
body of the Company is the Chairman of the Board of Directors and the Vice Chairman.
Simultaneously, the Internal Audit and Restructuring Committee as well as other departments
under the Group Office will report to other managers and reallocate resources and tasks to
departments. General Director and other departments Another Deputy General Director will
be the main directing and working person of HPG (annual report, 2021).

2.5.2. Scale and number of employees
Currently, Hoa Phat Group has 11 member companies with 25,424 employees who are
working and working at companies of Hoa Phat Group spread across the country and 1
branch office in Singapore. (HPG, 2021). Because of possessing large and wide human
resources, the company's management apparatus is organized according to an online
functional model, production activities are under the management, supervision and
responsibility of the company's director, manage the operation of the entire company and the
operation of the factory director, the foreman, the deputy manager at each production
workshop. The production workshops are divided into production organizations according to
the characteristics of the work, led by a team leader who is responsible for the production
plan (annual report, 2020). Building up this specific and detailed management apparatus
helps the company easily capture and manage its abundant human resources as well as easily
manage effective division of work to achieve good production performance on target and on
schedule.
III. Purpose and role of HRM
3.1. Human Resource Management:
Human Resource Management is a term used to describe formal systems designed to manage
people in an organization. The human resource manager's responsibilities fall under three
main areas: staffing, employee compensation and benefits, and job definition/design.
Basically, the goal of HRM is to maximize the productivity of the organization by optimizing
employee efficiency. (Armstrong, 1977)
3.2. The purpose of Human Resource function
Human Resource Management is worried about the advancement of the two people and the
association wherein they work. HRM, then, at that point, is locked in not just in getting and
fostering the abilities of individual laborers, yet in addition in executing programs that
upgrade correspondence and participation between those singular specialists to sustain
hierarchical turn of events.
Job analysis frequently with the assistance of other organization regions - the nature and
obligations of different business positions. This can include assurance of the abilities and
encounters important enough to act in a position, recognizable proof of work and industry
patterns, and expectation of future business levels and expertise necessities.
Employee development and training is one more essential obligation of HR staff. HR is liable
for investigating an association's preparation needs, and for starting and assessing

representative improvement programs intended to address those necessities. These
preparation projects can go from direction programs, which are intended to adapt fresh
recruits to the organization, to driven schooling programs expected to acclimate laborers with
another product framework.
Reward systems are typically managed by HR areas as well. This aspect of human resource
management is very important, for it is the mechanism by which organizations provide their
workers with rewards for past achievements and incentives for high performance in the
future.
HRM helps a company to achieve its objective from time to time by creating a positive
attitude among workers. Reducing wastage and making maximum use of resources.
Strategy management is an important aspect of any organisation and plays a vital role in
human resource management. HR managers manage strategies to ensure the organisation
reaches its business goals, as well as contributing significantly to the corporate decision-
making process, which includes assessments for current employees and predictions for future
ones based on business demands. (Armstrong, 1977)
3.3. The role of HRM in the organization:
HR managers work towards reducing costs, such as with recruitment and retention. HR
professionals are trained to conduct efficient negotiations with potential and existing
employees, as well as being well-versed with employee benefits that are likely to attract
quality candidates and retain the existing workforce.
The department to go to when any kind of professional conflict arises between employees is
HR. They ensure that issues and conflicts are resolved effectively, approaching the problem
with an unbiased attitude and encouraging effective communication to reach a solution. In
addition, they help employees understand various ways of developing effective work
relationships and the importance of not letting personal judgement affect their behaviour.
3.4. HRM of Hoa Phat Group:
Hoa Phat Group's HRM always has plans and policies in place to help the organization adopt
flexible and adaptable tactics in the face of strategic changes in management policies. With
the Covid 19 circumstance, which enables HSG to become one of the fortunate corporations
to generate unexpected money during the pandemic without becoming complacent (Giap,
2021). Specifically, given the management rules set by the group's Management, which aided
Hoa Phat in having a successful "upstream" year, all production and business objectives were

significantly exceeded plan. The Group's total income in 2020 was 91,279 billion VND, a 41
percent increase over 2019. (Giap, 2021)
The Human Resources Department of Hoa Phat Group has a big team of officers and workers
who are all professional and highly qualified, have foresight and capacity to handle
Extremely professional risk managers in the daily turbulent economic environment, and they
assist the firm stay strong and prosper via management strategies and procedures, as well as
promote training and recruiting techniques adequate human resources on a regular basis
(Annual report, 2020). Furthermore, among the aforementioned strengths, there are some
weaknesses of HPG's human resources department, as the corporation has a large number of
officers and employees with over 25,000 employees and is spread across the country, so it
will encounter some difficulty due to the culture of each region. As a result, it is difficult to
unify the management technique (HPG, 2021).
VI. HRM practice
4.1. Workforce planning
Workforce planning, according Armstrong (1977), is a fundamental human resource
management process that tries to assess, predict, and plan the workforce, as well as evaluate
and identify planned human resource interventions. focused on organizational strategy and
assuring the precise quantity of people with the correct competencies to match supply and
demand in the right location at the right time to accomplish the organization's short- and
long-term goals The six phases of the workforce plan are: supply analysis, demand analysis,
distance analysis, solution, and progress monitoring, with the duty of defining and
determining strategic orientations; supply analysis, demand analysis, solution; and progress
monitoring (NIH,2019)
Many enterprises, corporations, and factories have been forced to lay off and lay off a huge
number of staff as a result of the Covid-19 pandemic's impact. With over 25,000 employees
and a track record of retaining income in difficult times, Hoa Phat did not adopt the staff
reduction method. When the Covid-19 pandemic began in early 2020, the Group aggressively
developed several infection protection measures such as mandatory mask use, hand
disinfection, measuring body temperature before entering work, and disinfectant spray for
office premises and factories. Furthermore, the Group implemented several support and
propaganda initiatives, such as posting posters in offices and factories, stockpiling hand
sanitizer, and providing free face masks to clients and partners at work. Ensure that people
are working in a safe atmosphere. The Board of Directors resolved to raise the compensation

unit price for all Group workers by the end of 2020. Employees are ecstatic about this (annual
report, 2020).
As a result, the Group's management consistently recognize human resource quality as the
essential value that drives corporate success. Human resource training, development, and
nurturing is always a top focus. Companies in the group routinely offer a variety of training
programs to help employees develop their skills and abilities. Employees at Hoa Phat not
only earn a wage, a 13th month pay bonus, and a year-end bonus A, B, and C, but they also
benefit from a variety of additional rules and regimes. Typically, hot incentives are presented
to groups of persons that have outstanding accomplishments or efforts to enhance and
effectively implement in production. As a consequence, employees are always focused and
may use their innovative talents to increase job efficiency. Dozens of creative projects have
come to fruition, benefiting the Group to the tune of more than 150 billion VND. Hoa Phat, in
particular, always fully and seriously enforces the State's employment requirements. All
employees have the right to participate in social insurance, health insurance, and other
benefits. The Group's enterprises also collaborate with the grassroots Trade Union to develop
several initiatives to care for and promote spiritual life. employee training materials
Employees are always able to share, visit, and aid and support their living costs activities and
treatment if they are in tough circumstances, are unwell, or their family are critically ill
(annual report, 2020)
The company's strength has brought its energy, will, inventiveness, and capacity to deal with
challenges to the forefront. According to the findings of steel sales by area, the Southern
region registered 784,000 tons, a remarkable growth of 70% over the same time. Despite the
difficult Covid-19 pandemic and bad weather conditions in the Central region, sales volume
increased somewhat compared to 2019. Hoa Phat Steel's Northern area continued to have the
highest sales volume, accounting for 48 percent of Hoa Phat's total completed steel sales
(HPG, 2020).
On the other hand, in addition to resolving the company's political position, HPG had certain
challenges in hiring and assuring the quality of human resources. Throughout the year, Hoa
Phat Dung Quat Steel Joint Stock Company collaborated with Hanoi University of Science
and Technology and Vietnam-Korea College in Quang Ngai to organize a University degree
2 training course and a college-to-university training course in Materials Engineering for
students who are employees of the Company. As of December 2020, approximately 100

training courses have been held at Hoa Phat Hai Duong Steel Joint Stock Company, with the
total number of training sessions exceeding thousands of participants (annual report, 2020).
Although this training helps people acquire employment, it is inexpensive in terms of training
and training time.
4.1.2. External workforce planning (PESTEL ANALYSIS):
Economic:
GDP in the third quarter of 2021 decreased by 6.17% compared to the same period last year,
the strongest decrease since Vietnam calculated and announced quarterly GDP. According to
the World Bank in Vietnam, with a decrease in depth and depending on the strength of the
economic recovery in the fourth quarter, GDP in 2021 is estimated to grow at a rate of 2.0%
to 2.0%. .5%, less than value compared to the forecast of 4.8% in August 2021. Due to the
impact of the pandemic, Vietnam's GDP growth rate has dropped significantly. This is the
time when the recruitment plan needs to be adjusted, especially the employee's salary to suit
the current context. (Minh, 2021)
Politics
Production and business activities as well as human resource management in enterprises are
directly responsible for legal and political factors. The legal system forces businesses to pay
more and more attention to the rights of employees and the ecological environment.
Environment:
Each country in the world has a distinct culture, and each country's cultural characteristics
affect people's thoughts and actions in the socio-economic life of that country. Therefore,
socio-cultural issues such as lifestyle, human rights, ethnicity, propensity to save and
consume of the population classes, attitudes towards quality of life, the role of women in
society... have a certain influence on production and business activities of enterprises in
general and human resource management activities in particular.
Legal:
There are certain laws that affect the business environment in a certain country while there
are certain policies that companies maintain for themselves. Legal analysis takes into account
both of these angles and then outlines strategies according to these regulations. For example,
consumer laws, safety standards, labor laws, etc.

Technology
The advancement of science and technology makes businesses have to invest high capital and
spend money on training human resources, and at the same time, businesses may have to face
with excess labor.
Social factor:
Community-oriented businesses: Throughout its more than 25-year history in the market, Hoa
Phat Group has always demonstrated itself as a heartfelt socially responsible organization
with the slogan "Harmony and growth." Through social security initiatives and charitable
programs such as "Love Heartbeat," "Love Spring," delivering Tet presents to needy families,
shipping rice to needy patients, and offering scholarships to people in need. Students from
difficult backgrounds achieve good results... (haymora.vn, 2020)
According to General Director - Mr. Tran Tuan Duong, the business fosters a civilized
culture that allows departments to operate in close collaboration with one another. There is no
such thing as terrible competition, individual bouts, or levels in this game. To operate
efficiently, people must always coordinate with one another. All employees are treated
equally and with respect, and all perspectives, including those that are incorrect, are valued in
order to uncover the greatest ideas for the task. At Hoa Phat, there is no discrimination based
on history, origin, or even basic credentials. Everyone is treated properly and given the
chance to show off their skills. Hoa Phat creates an open working atmosphere in which all
members may showcase their creative potential. " Hoa Phat's culture is like that, so everyone
works with peace of mind and Loyalty protects the interests of the company."(haymora,vn,
2020).
4.2. Recruitment and hiring:
4.2.1. Recruitment:
The process of discovering and hiring the best and most qualified candidates for job openings
in a timely and cost-effective manner is referred to as "recruitment" in corporate human
resource management. It is also known as "the process of discovering potential employees
and inspiring and encouraging them to pursue employment in the business" (Luenendonk,
2021). In recruiting, there are two approaches to potential candidates: logical approach and
procedural approach. However, the logical technique for Hoa Phat Group is the candidate
strategy that the company is pursuing. The process method is rarely acknowledged in Hoa
Phat Group's recruitment procedure.

Hoa Phat Group Joint Stock Company is a prominent industrial manufacturing business in
Vietnam that began with the sale of construction equipment and has since grown into the
fields of furniture, steel pipes, construction steel, refrigeration, real estate, and other products.
Steel production is the Group's mainstay, accounting for more than 80% of sales and profit,
with numerous facilities and branches located throughout the world (Hoa Phat, 2019). Many
of Hoa Phat Group's employees have been given new employment opportunities in a number
of businesses. Hoa Phat has a distinct recruitment method for each post. Furthermore, the
workforce totals more than 25,000 workers.
To ensure long-term employee engagement, the Group offers a variety of enticing policies for
recruiting, training, and benefits, as well as an environment that allows employees to
completely express their creativity (Hoa Phat, 2020). Because HPG is a multi-industry firm
with various branches and connected companies, its strength allows it to extend its resources
and attract many talents and hire individuals from all over the world. However, recruitment
will be a challenge. Because it will take businesses time to review candidate profiles and
analyze capabilities, as well as a significant amount of money to train unskilled individuals.
Furthermore, HPG recruits on the company's website and recruiting sites (HPG, 2021).
However, the amount of applications will not be guaranteed, and most applicants will not be
serious.
4.2.2 Selection:
Selection is the process of putting right men on the right job. It is a procedure of matching
organisational requirements with the skills and qualifications of people. Effective selection
can be done only when there is effective matching. By selecting best candidate for the
required job, the organisation will get quality performance of employees.
According to Dale Yoder, “hiring (selection) process is one or many ‘go’ on no-‘go’ gangs.
Candidates are screened by the application of these gangs. Qualified applicants go on to the
next hurdle, while in qualified are eliminated”.
Furthermore, the organization will see fewer absenteeism and staff turnover. The
organization will save time and money by picking the best applicant for the position. During
the selection process, candidates are properly screened. All potential applicants who apply for
a position are tested.
Training and development:

In human resource management, employee training and development is described as a
procedure utilized by a firm to improve the ability and performance of workers and
employees. It is an instructional tool that provides information and guidance to increase
employee performance by polishing current abilities and introducing new concepts and
knowledge to an organization's personnel. A good training and development program should
be founded on an analysis of training needs in order to assist the company in improving staff
skills and boosting production. (Armstrong, 1977).
Regarding the training and development method of Hoa Phat Group, the Group's Board of
Directors always considers the quality of human resources as the most important value to
create the success of the enterprise. Developing, training and nurturing human resources is
always a top priority. Companies in this category regularly offer a range of training programs
to assist employees in developing their skills and talents (Hoa Phat, 2021). Before the Covid
19 pandemic took place, the training method was mainly face-to-face training, however, due
to the complicated epidemic situation in the past 2 years, Hoa Phat had to train both E-
learning and training as before. (Hoa Phat, 2021)
Since 2015, companies in the Hoa Phat Group have been arranging training courses for staff
to refresh professional knowledge, occupational safety and health, foreign languages, and
other skills, ensuring the Group's long-term development (Nguyen, 2015). In early April
2015, Hoa Phat Group partnered with the Bank for Foreign Trade of Vietnam (VCB) to
organize a training session on banking guarantee skills for 150 employees from the Finance
Department, the Supervisory Board, and the Legal Department of the whole Group. The
training program is designed to help Hoa Phat pay off large debts and receive extra funding
for working capital needs. Concurrently, update the guarantee tool and reduce
implementation issues. Mr. Nguyen Van Phung - Senior expert, Former Deputy Director of
Tax Policy Department - Ministry of Finance - also delivered a professional training session
for the Group's Finance Department on "Tax Policies and Updating New Points of Circular
200."
In addition, by 2020, Hoa Phat Dung Quat Steel Joint Stock Company has cooperated with
Hanoi University of Science and Quang Ngai College of Technology and Korea offers 2
Diplomas from Universities and Colleges. Links between colleges and universities in
engineering materials so that students work for the company. This is the company's first
university training course in Engineering Materials. In addition to this training key, the

company has developed hundreds of additional digging documents over the years. Following
the opening ceremony, 111 students of the course were divided into two classes and the
Human Resources Department collaborated with the school to design the iconic course in
relevant to the student's current work at the Department. The course is scheduled to last two
years, from 2020 to 2022. The organization of this training represents a significant effort by
all stakeholders in allocating human resources and overcoming challenges posed by the
Covid-19 pandemic as well as recent natural disasters. However, with the determination,
support, and maximum facilitation of the Company's Board of Directors as well as the
Departments, the training course will add more high-quality human resources to the Complex
in the near future in the future (Hoa Phat, 2020). As of December 2020, nearly 100 training
courses have been held at Hoa Phat Hai Duong Steel Joint Stock Company, with a total of
thousands of training sessions.
4.3. Performance Management
Hoa Phat Group has always established a firm objective of being a major multi-industry
organization in Vietnam and throughout the world.
And give international-standard products and services to clients. In addition to the corporate
governance structure and the implementation of the digital transformation plan, enhancing
competitiveness is a priority.
A member of the Board of Directors developed a market penetration and expansion plan for
Hoa Phat, with the objective of growing more branches and providing international grade
Vietnamese products to Vietnamese customers. This policy's main purpose is to inspire
attention, collaboration, and to steer all employees toward the shared goal of effectively
increasing the company's market. As a result, the Group's goal is to continually foster
collaboration in order to build prestige and confidence among clients (Hanh, 2021).
Furthermore, employee supervision is a key aim in the performance management process,
and the human resources department always promotes and inspires workers to work together.
Furthermore, providing frequent evaluation will be a metric on which groups or individuals
may rely to strive. As a result, when the CoVid19 epidemic struck, HPG did not go bankrupt,
but also had the opportunity of going back upstream to generate unexpected profits owing to
committed workers who worked tirelessly to guarantee that the plan was implemented on
time. (HPG, 2020).

This market growth strategy's strength is that it has enhanced customer brand awareness
while also increasing production income. Simultaneously, it is simpler to manage efficiency
and labor productivity in accordance with the company's requirements when there is a spirit
of self-discipline and collaboration. However, the strategy's flaw is that collaboration and
strategy-based work make some members lethargic to do, rely on others, and make evaluation
of performance and management subpar. As a result, HPG must alter its approach of closely
monitoring and assessing personnel in order to assure product fairness and the productivity of
all employees (HPG, 2020).
4.5. Reward
The great thing about Hoa Phat is that it has a tradition of establishing safety targets, which it
always exceeds year after year. As a result, the award occurs on a "annual" basis, similar to
the general meeting of shareholders. HPG uses two types of rewards: financial and non-
financial. Furthermore, Hoa Phat Group always offers reward programs, such as salary
increases, 13th month bonuses, and year-end bonuses, as well as other incentives such as
bonus based on business performance or social advantages to incentivize personnel.
Employees stay with the company and work for a long period. In addition to the legal
insurance regimes, HSG workers have the option of purchasing personal health insurance and
24/24 health insurance. (2021, HPG).
Because HPG is a major multi-industry organization with a single overseas branch, each little
firm and branch in the region will have distinct incentive regimes, but Hoa Phat is still aiming
to be fair in its compensation. For example, following a good year in the steel business in
2016, Hoa Phat Group (HPG) emerged as a leader with excellent achievements. As a form of
appreciation and encouragement for the work of the whole team, employees, and the Group's
Board of Management, the prizes are shared based on the percentage of profit after tax agreed
upon at the General Meeting of Shareholders. Furthermore, when employees choose HPG as
their second home, the firm provides them with inspiration, peace of mind, and confidence. In
addition, HPG arranges seminars and field trips (HPG, 2020). Businesses provide advantages
to their workers by inspiring them, providing everything for them, compensating them
generously, always cultivating skills, and encouraging them to work actively (HPG, 2020).
The bonus's power is in making employees feel safe enough to work, devote, and continue
with the firm for a long time, and in encouraging employees to fulfill tasks in order to earn
more money for themselves and the organization. The problem is that many shareholders are
concerned that the firm would be "weak" when such a reward fund is deducted. Especially

before the forthcoming dilemma of "thirst for capital," which will be faced in covid-19. Or, in
comparison to other organizations, the constraint and lack of innovation that many
individuals feel unworthy or disinterested in having to work for a reward they are not happy
with (HPG, 2020).
V. Conclusion
In conclusion, Human Resource Management has an extremely important and necessary role
for an organization. Managers must strictly follow company rules, always keep a gentle
attitude, be willing to listen to opinions and suggestions from many sources, treat fairly, be
sociable and friendly with colleagues. If doing these things well, it will be an advantage to
make it easier for managers to manage, build the trust of employees and colleagues, this will
make employees focus on working because they are always treated fairly. . In addition, the
human resource management department also plays an extremely important role in the
management and training of human resources. By always beside and fostering high-quality
talents, HPG has been very effective in human resource management.

VI. References
HPG (2021) Giới thiệu về tập đoàn Hòa Phát . Available at: https://hoaphat.pro.vn/tu-van/tap-
doan-hoa-phat/ (Accessed on 27, April January 2022)
Annual report of HPG (2020) https://file.hoaphat.com.vn/hoaphat-com-vn/2021/04/bctn-
2020-online.pdf (Accessed on 27, April January 2022)
Hang, T. (2021) T p đoàn Hòa Phát: Hành trình tr thành T p đoàn đa ng ậ ở ậ ành hàng đầều.
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so-1-viet-nam-64651.html (Accessed on 27, April January 2022)
HPG (2017) 10 sự kiện, thành tựu nổi bật nhất của Tập đoàn Hòa Phát năm 2016. Available at:
https://www.hoaphat.com.vn/tin-tuc/10-su-kien-thanh-tuu-noi-bat-nhat-cua-tap-doan-hoa-
phat-nam-2016.html (Accessed on 27, April January 2022)
Armstrong, M. (2010) Human resource management practice. 10th edn. London and
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2022)
Giap, V. (2020) Hòa Phát gia tăng thị phần mùa dịch COVID-19. Available at:
https://ncov.vnanet.vn/tin-tuc/hoa-phat-giatang-thi-phan-mua-dich-covid-19/dab28c4e-29ed-
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NIH (2019). Workforce Planning. [Online] Available at:
https://hr.nih.gov/workforce/workforce-planning (Accessed on 27, April January 2022)
Hanh, L. (2021) Đạt thị phần lớn tại Việt Nam từ sự thành công chiến lược Marketing của
Hòa Phát. Available at: https://marketingai.vn/dat-thi-phan-lon-tai-viet-nam-tu-su-thanh-
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