BTEC Level 4 HND Business: Talent Management Project Report, 2021

This report presents the findings of a talent management project conducted for a BTEC Level 4 HND Diploma in Business, focusing on Unit 6: Management a Successful Business Project. The project, completed in 2021, involved analyzing research and data, communicating recommendations, and reflecting on the project's value for sustainable organizational performance. The report includes a detailed methodology section, outlining the use of primary and secondary data, quantitative and qualitative data collection methods, and considerations for reliability and validity. The project aimed to assess the current recruiting process, the match between assignments and employee abilities, and improve the efficiency of Human Resource management. The report provides a critical review of the project, evaluating objective achievements, benefits, performance, and learned experiences related to talent management. It also includes a weekly logbook and concludes with recommendations for future improvements. The project used a survey method to collect data from Honda Company employees in Ho Chi Minh City. The report also highlights the project's limitations and provides specific recommendations based on the findings.

ASSIGNMENT 2
Qualification BTEC Level 4 HND Diploma in Business
Unit number and title Unit 6: Management a Successful Business Project (491)
Submission date 11/03/2021 Date received (1st submission)
Re-submission date 15/03/2021 Date received (2nd submission)
Student name DO TRAN TUYEN Student ID GBS200028
Class GBS0811 Assessor name HUYNH AI VAN
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.
Student’s signature:
Grading grid
P5 P6 P7 M3 M4 D2

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Summative Feedbacks: Resubmission Feedbacks:
Grade: Assessor Signature: Date:
Internal Verifier’s Comments:
Signature & Date:
Submission Format:
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Format: This assignment is an Individual report. You must use font Calibri size 12, set
number of the pages and use multiple line spacing at 1.5 with Justify Text to
enhance the legibility for markers. Margins must be: left: 1.25 cm; right: 1 cm;
top: 1 cm and bottom: 1 cm. The reference follows Harvard referencing system.
The recommended word limit is 2000 words (+/- 10%). The cover page of the
report has to be the Assignment front sheet 1. z
Submission Students are compulsory to submit the assignment in due date and in a way
requested by the lecturer. The form of submission will be a hard copy or a soft
copy posted on http://cms.greenwich.edu.vn/. Remember to convert the word
file into PDF file before the submission on CMS. Otherwise, you will fail and have
to retake the assignment.
Note: The individual Assignment must be your own work, and not copied by or from
another student or from books etc. If you use ideas, quotes or data (such as
diagrams) from books, journals or other sources, you must reference your
sources, using the Harvard style. Make sure that you know how to reference
properly, and that understand the guidelines on plagiarism. If you do not, you
definitely get fail!
Unit Learning Outcomes:
LO3 Present the project and communicate appropriate recommendations based on
meaningful conclusions drawn from the evidence findings and/or analysis
LO4 Reflect on the value gained from conducting the project and its usefulness to support
sustainable organisational performance.
Assignment Brief and Guidance:
Theme: Talent Management.
After completing the project management plan, you are required to implement and report the
result. These are your tasks for the second phase:
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1. Present and discuss your research findings and data in the form of a report.
2. Communicate appropriate recommendations based on the results of findings and data
analysis to draw valid and meaningful conclusions.
3. Reflect on the value of project management process to meet the stated objectives and
support own learning and performance. Use the following suggestions:
• What did you aim to achieve through your work?
• Did your work succeed in achieving your aims? How do you know? Specifically,
please outline any evaluation and assessment undertaken.
• What aspects of your development process do you think worked well and why?
Evaluate all aspects of the project (e.g. initial research, concept development,
development process, presentation, etc.) from a range of perspectives.
• What problems emerged during the project and how were they tackled? Was there
timely identification of issues and resolution during the project process?
• What did you learn from undertaking the project?
• What are the strengths and weaknesses of your process that you have identified?
• How could your process improve for the future?
4. Evaluate the selection of appropriate tools and techniques for accuracy and authenticity to
support and justify recommendations
5. Evaluate the value of the project management process and the use of quality research to
meet stated objectives and support own learning and performance
6. Critically evaluate and reflect on the benefits of the project’s findings and
recommendations.
7. Critically evaluate the project management process by giving detailed answers to all
questions in the weekly logbooks.
8. Logbook must be attached to student’s portfolio.
Pass Merit Distinction
LO3 Present the project and communicate appropriate
recommendations based on meaningful conclusions
drawn from the evidence findings and/or analysis
D2 Critically evaluate and reflect
on the project outcomes, the
decision- making process and
changes or
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P5 Analyse research and
data using appropriate
tools and techniques
meeting project aims and
objectives
P6 Communicate
appropriate
recommendations as a
result of research and data
analysis to draw valid and
meaningful conclusions
M3 Evaluate the selection of
appropriate tools and
techniques for accuracy and
authenticity to support and
justify recommendations
developments of the initial project
management plan to support
justification of recommendations
and learning during the project
LO4 Reflect on the value gained from conducting the
project and its usefulness to support sustainable
organisational performance
P7 Reflect on the value of
undertaking the research
to meet stated objectives
and own learning and
performance
M4 Evaluate the value of the
project management process
and use of quality research
to meet stated objectives
and support own learning
and performance
Table of Contents
I. INTRODUCTION.....................................................................................................................................
II. Methodology.........................................................................................................................................
1. Secondary/ Primary Data......................................................................................................................
2. Quantitative/Qualitative data.............................................................................................................
3. Reliability and Validity........................................................................................................................
4. PROJECT MANAGEMENT....................................................................................................................
5. RACI Matrix.........................................................................................................................................
III. PROJECT RESULTS AND ANALYSIS.......................................................................................................15
IV. LIMITATIONS OF THE PROJECT...........................................................................................................20
V. RECOMENDATIONS.............................................................................................................................20
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VI. CRITICAL REVIEW................................................................................................................................22
1. Objective achievements......................................................................................................................
2. Benefits of the project........................................................................................................................
3. Performance evaluation.....................................................................................................................
4. Talent Management...........................................................................................................................
5. Learned experience............................................................................................................................
VII. WEEKLY LOGBOOK..............................................................................................................................25
VIII. CONCLUSION.......................................................................................................................................27
References..................................................................................................................................................
ASSIGNMENT 2
I. INTRODUCTION
This task would review the project's findings and share specific recommendations focused on
descriptive studies resulting from evaluations and data collection. Furthermore, I will focus on the
project's advantages and value, as well as its usefulness in improving and promoting long-term
operational performance.
Most businesses must now cope with a staffing deficit. The lack of personnel would have a significant
negative effect on the company. Since prompt workforce replenishment is important, the Human
Resource department will be under a lot of pressure to locate replacements. The theory is as follows:
Mistakes in employment purposes - hiring workers solely for the purpose of finding the best
candidates for the right jobs. As a consequence, it is highly possible that you will end up recruiting the
wrong employee, losing a lot of money and resources. Simultaneously, there is a mismatch between
the number of positions and the number of workers.
The quantitative data collection methods will be implemented with the support of an offline survey
through questionnaires (15 questions) provided to 200 employees from middle management or
below of Honda Company (branch at Ho Chi Minh City). The implementation period is from 31 Dec
2020 to 3 Feb 2021 with the budget 68.360.000 VND. Additionally, there are 7 pre-estimated risks of
design, evaluation, incomplete information, force majeure solution, make a survey, and technology.
This could allow the project to collect relevant data: The current recruiting process consistency, the
degree of match between the amount of assignments and the workers' abilities to succeed, and a
need to enhance the company's current Human Resource management efficiency.
The project's three main objectives are as follows:
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+ It's obvious that rescinding more than half of the survey is a bad idea (employees are not able
to answer questions thoroughly)
+ Obtaining the participation of more than 150 employees in the survey.
+ After reviewing the survey data, the director of Human Resources must come up with at least
one solution to the issue and send it to the BOD.
II. Methodology
1. Secondary/ Primary Data
Secondary data is information that has already been gathered from primary sources that has been made
accessible for researchers to use in their own study. That may be information that has already been
gathered in the past. A researcher could have gathered information for a particular project and only
made it available for use by another observer. The data may also have been gathered for general use
without a specific purpose in mind, such as in the case of a national census.
Primary data is information that has been gathered from primary sources and made immediately
accessible for analysts to use. Primary data is the type of information that is collected by analysts directly
from fundamental sources of auxiliary data is the type of information that has been collected by primary
sources and made promptly available for analysts to exploxit for their posses reserch.
Pros Cons
Priamry Data  Primary data is specific to
the needs of the
researcher at the
moment of data
collection. The
researcher is able to
control the kind of data
that is being collected.
 It is accurate compared
to secondary data. The
data is not subjected to
personal bias and as such
the authenticity can be
trusted.
 The researcher exhibit
ownership of the data
collected
through primary
research. He or she may
choose to make it
available publicly, patent
it, or even sell it.
 Primary data is usually up
 Primary data is very
expensive compared to
secondary data.
Therefore, it might be
difficult to collect
primary data.
 It is time-consuming.
 It may not be feasible to
collect primary data in
some cases due to its
complexity and required
commitment.
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to date because it
collects data in real-time
and does not collect data
from old sources.
 The researcher has full
control over the data
collected
through primary
research. He can decide
which design, method,
and data analysis
techniques to be used
Secondary Data  Secondary data is easily
accessible compared to
primary data. Secondary
data is available on
different platforms that
can be accessed by the
researcher.
 Secondary data is very
affordable. It requires
little to no cost to acquire
them because they are
sometimes given out for
free.
 The time spent on
collecting secondary data
is usually very little
compared to that of
primary data.
 Secondary data makes it
possible to carry out
longitudinal studies
without having to wait
for a long time to draw
conclusions.
 It helps to generate new
insights into existing
primary data.
 Secondary data may not
be authentic and reliable.
A researcher may need
to further verify the data
collected from the
available sources.
 Researchers may have to
deal with irrelevant data
before finally finding the
required data.
 Some of the data is
exaggerated due to the
personal bias of the data
source.
 Secondary data sources
are sometimes outdated
with no new data to
replace the old ones.
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According to the comparison table and the survey forms we did before, the data we gathered for this
project is primary data. The advantages of Primary Data, and vice versa, have provided Honda Company
with a stable data system and allowed them to complete the project on time. To begin with, since Honda
is a comparatively new motorcycles/cars business that runs constantly, it is crucial to keep up with
developments and innovate on a daily basis. As a result, Primary Data has fulfilled the prerequisite of
being a modern, leading, and sufficient data source at this time. Moreover, since Honda is a reasonably
big automobile manufacturing firm with a significant stake in Vietnam, the survey methodology
necessitates thoroughness, meticulousness, and attention to detail in each survey, ensuring that the data
obtained is the most accurate data available. And, as previously said, our project will be surveyed. That
also ensures that we can conduct separate surveys on each aspect of the automobile industry in order to
gather input from a variety of sources to ensure that the information is accurate and not influenced by
any entities or organisations. In addition, the expense is high, and the HR department of the organization
spends a lot of time on it. However, with a strong commitment in both resources and time, the outputs
will be of high quality, and project execution failures will be negligible. Ultimately, based on the analysis
of big project managers, the primary evidence has a high level of reliability and has been used by
Honda in the project.
2. Quantitative/Qualitative data
a) Qualitative data is non-statistical and is typically unstructured or semi-structured in nature. This data
isn’t necessarily measured using hard numbers used to develop graphs and charts. Instead, it is
categorized based on properties, attributes, labels, and other identifiers.
Qualitative data can be used to ask the question “why.” It is investigative and is often open-ended until
further research is conducted. Generating this data from qualitative research is used for theorizations,
interpretations, developing hypotheses, and initial understandings.
Qualitative data can be generated through:
 Texts and documents
 Audio and video recordings
 Images and symbols
 Interview transcripts and focus groups
 Observations and notes
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When conducting the survey, I opted to use the questionnaire as the primary method for data
collection and analysis. According to my estimation, the questionnaire survey approach is an
important survey method for gathering primary data and information for testing purposes. At the
same time, I develop questionnaires using two primary research methods: quantitative and qualitative
research methods.
The collection of data in text form is common in qualitative analysis methods. The data analysis
findings of qualitative testing approaches are primarily focused on common ground, and the
argument is considered important (Hussey and Hussey, 2013). I asked all workers to write their
thoughts and responses in words on this questionnaire form in order to learn the basic reasons and
opinions when they are unhappy with each subject (question 6, 10, 14). In addition, in order to acquire
clear explanations and rational solutions in line with employee standards, I had posed some open
questions that all surveyors were expected to respond to by writing down their thoughts and
expectations (question 12). Open-ended questions, which have the advantage of being simple to
present, allow respondents to present their perspective using words that is relevant to their
situation, helping the researcher gain in-depth information. The team representatives then collected
and reviewed all of the responses in order to identify the issues and possible solutions. When I'm
synthesizing the employee's comments, I pay close attention to the amount of causes and ideas that
emerge, as well as how relevant they are. The numerical rank may be counted, but the value is
determined by the input given to each response depending on the circumstances. The project team
should create a list of explanations and strategies based on this outcome in order to make the right
choices for the project's productivity.
b) Quantitative data is statistical and is typically structured in nature – meaning it is more rigid and
defined. This type of data is measured using numbers and values, which makes it a more suitable
candidate for data analysis.
Whereas qualitative is open for exploration, quantitative data is much more concise and close-ended. It
can be used to ask the questions “how much” or “how many,” followed by conclusive information.
Quantitative data can be generated through:
 Tests
 Experiments
 Surveys
 Market reports
 Metrics
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Quantitative data about strategies regularly center on collecting information in numeric shape or
changing over information into numbers for investigation. The conclusions within the Quantitative
investigate strategies information investigation are basically based on the general, which implies
within the lion's share (Hussey and Hussey, 2013). Particularly, within the survey of the over extend, in
arrange to know the quality of the current enlistment handle, I outlined closed questions related to the
degree of fulfillment in particular viewpoints and gave accessible answers (Questions 9, 10, 11). In
expansion, to discover out almost the challenges workers confront as well as the level of detail almost the
critical data given to them amid the recruitment handle, I built a list of important data and allow
accessible answers for the surveyor to choose (questions 5, 6, 7, 8). At the same time, I did a comparable
plan for finding out the coordinate between the number of employments and the employee's
responsiveness through questions 13 and 14. Then, based on all of the employees' responses, I'll compile
the key findings they provided. The key findings indicate that the issues and views expressed by the
majority of workers are similar. Since the answers provided by the majority of the workers are not
reflective, I will dismiss them. The quantitative data collection techniques will be applied with the aid of
an offline survey consisting of 15 question questionnaires circulated to 200 Honda workers in middle
management or below (branch at Ho Chi Minh City).
The combination of the two approaches above would provide the assessor with a more precise and
comprehensive view of the study challenge, improving the survey's precision and reliability and ensuring
the most accurate outcomes.
3. Reliability and Validity
Reliability and validity are concepts used to evaluate the quality of research. They
indicate how well a method, technique or test measures something. Reliability is
about the consistency of a measure, and validity is about the accuracy of a measure.
It’s important to consider reliability and validity when you are creating your research
design, planning your methods, and writing up your results, especially in quantitative
research.
Reliability Validity
What does it tell you? If the test is repeated
under the same
circumstances, the degree
to which the findings can
be replicated.
The degree to which the
effects correctly reflect
what they are meant to
reflect.
How is it assessed? By examining the
accuracy of outcomes
over time, across different
observers, and through
different sections of the
test.
By comparing the findings
to existing hypotheses
and other tests of the
same principle, you will
see how much they match
up.
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How do they relate? A true calculation is not
always reliable: the
results can be repeatable,
but they are not always
accurate.
A correct calculation is
usually dependable:
precise measurements
from a test should be
repeatable.
4. PROJECT MANAGEMENT
The application of information, expertise, methods, and strategies to project tasks in order to
fulfill project specifications is known as project management. There are two widely used project
management models: Waterfall and Agile.
• Waterfall is a project management method that follows a linear and sequential design process.
To put it another way, the project stages are finished one after the other, with the next process
beginning just after the previous one has been completed. (saga.vn, 2020). Advantages: Planning and budgeting are simple to create. Furthermore, since the
individual in charge of developing each procedure is highly specialized and does not need any
equipment other than the process itself, preparing and hiring people is relatively simple.
(saga.vn, 2020).Disadvantages: If issues are found after the deliverables have been completed, re-
development can be time-consuming and expensive. (saga.vn, 2020).
• Agile If issues are found after the deliverables have been delivered, it would be time-consuming
and expensive to re-develop is described as a project management strategy that requires
continuously repeating the development and testing phases of project development. Unlike the
Waterfall model, development and testing was done simultaneously in this model. This process
enables more communication between customers, developers, managers, and testers (saga.vn,
2020).
+ Advantages: The agile growth process repeats development and provisioning so that new
technologies and features can be delivered to consumers more quickly. Both the developer
and the customer profit from growth and, at the same time, reflecting the actual desire of
the user into the product.
+Disadvantages: It is possible to stray from creation due to so much flexibility, particularly if
the original slogan is not frequently revised (saga.vn, 2020).
For this project, as a project manager I highly evaluate this is just a small project with a small scale, and
relatively little complexity, so applying the Waterfall management model is the most appropriate
method to manage this entire project. All criteria were clearly defined at the beginning, after the
project scope was defined, team members were assigned work with specific goals and execution
schedules. Each person covered an aspect or part of the project. These parts were operated
sequentially according to the process, the project phases were carried out one by one and after
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another, the new phase was only started when the previous stage had been completed. In addition,
the application of Waterfall methodology would reduce the risk of the project, because each phase of
Waterfall requires a certain amount of work to be completed and rechecked, so the project manager
will have more opportunities to find, fix flaws or problems and fix them in place, before moving on to
the next stage. At the same time, Waterfall focuses on documentation in phases, making it easy for the
project manager to communicate its approach to stakeholders. Furthermore, stakeholders could also
refer to the documentation whenever they need more detailed information (such as cost, size, timing
and so on).
5. RACI Matrix
5.1. What is the RACI matrix?
The RACI matrix is a responsibility assignment map that outlines all significant assignments, milestones, or
actions relating to the execution of a project and assigns which positions are necessary for each action
item, which people are responsible, and who should be consulted or informed, as necessary. In any
project, the RACI cluster represents four functions that stakeholders may play. R - Responsible: This is the
one who will accomplish the job by doing the job. At least one Responsible Party is required for each task,
but more may be allocated. A - Accountable: The last one responsible for completing the transition or job
outcomes correctly and fully, as well as assigning the role to responsive individuals. To put it another way,
this individual must sign (approve) the outcomes. For each mission or outcome delivered, only one
Accountable is listed. C - Consulted: People who have been consulted, mostly problem solvers. I -
Informed: Members of this community just need to keep up with mission success while finishing projects
or sharing files, and they aren't concerned with the finer points.
5.2. Benefits of RACI matrix
The RACI matrix, at its heart, assists you in establishing consistent standards for team participants'
positions and obligations. Since the activities are well identified in advance, this would aid in combating
several individuals who are overlapping on the same job or working against each other. A RACI matrix
also allows team members to take responsibility for their work and, if necessary, defer action for others
in order to behave appropriately.
5.3. The simple process for RACI modeling consists of the following five steps:
+Step 1: Identify all project-related tasks and list them in order of completion on the left side of the table.
+Step 2: Make a list of all the persons and organizations interested with or linked to the project at the top
of the chart.
+Step 3: Complete the model plots by deciding who is responsible for each mission, who will complete it,
and who will be consulted and informed.
+Step 4: Ascertain that each assignment is completed by at least one stakeholder (R) and that no task is
assigned to more than one individual (A).
+Step 5: Present and negotiate the RACI concept with stakeholders in order to reach a consensus before
starting the project. This will involve settling any disagreements or ambiguous questions.
5.4. RACI Matrix for this project
Role in the
project
The head of
Financial
Department
CEO Project
managers
Employees Project
Member
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Complete the
planning of the
project
I I R/A I R
Complete
project
approval
I I A I R
Opinion survey I I A C R
Evaluation and
project start
I I A I R
III. PROJECT RESULTS AND ANALYSIS
+Report quantity results
Number of employees participated in the survey: 180 / 200 people - 90% (achieved objectives)
Number of valid questionnaires: 172 / 180 survey forms – 95.6% (achieved objectives)
Number of invalid questionnaires: 8 / 180 survey forms
After collecting all the questionnaire forms, the HR members had carried out the process of checking
and filtering the validity of the questionnaire forms. The forms that were answered inappropriately
will be discarded. Final results will be analyzed based on 180 authentic answered survey forms.
+Report the results of the data analysis collected
• Currently, which department of the company are you working in?
12%
18%
48%
22%
the positions
HR
Makerting
Sales
Others
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Based on the pie chart above, the collected data shows that about 12% of the surveyors are in the HR
department, 18% in the Marketing department, 48% in Sales department and 22% in the others
department.
A. Recruitment process
• How do you know about recruitment information?
59%
18%
24%
How to know about recruitment information
On the internet
Relatives and friends
The company websites
The data collected showed 100 responses for "Recruitment sites on the internet" and 40 responses for
"The Company’s recruitment website" and 30 responses for “the relatives and friends”. Using
statistical techniques, this pie chart shows that more than 59% of employees know about the
company's recruitment information on the internet. However, the organization has yet to make
recruiting details a top priority on their own website, focusing solely on third-party recruitment
platforms. This can lead to a loss of trust, as well as ensuring the accuracy of the recruitment details
needed by applicants.
Evaluate your satisfaction with the current company's staff recruitment criteria
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15%
5%
50%
30%
Satisfaction
Unsatisfied
Strongly satisfied
Satisfied
Strongly satisified
After statistics, the data collected showed about 25 responses for "Unsatisfied", representing about
15%, and 5 responses for "Strongly unsatisfied". In addition, according to statistical analysis, employee
satisfaction with the company's current recruiting criteria is only about 80% (50% for "Satisfied" and
30% for "Strongly satisfied". This shows that the company's current recruiting criteria is still suitable
for vacancies, leading to successfulness to meet employees' expectations and needs to be adjusted to
achieve higher efficiency.
• Do you agree if the company applies new modern technology (management software) in
the recruitment process to increase quality?
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72%
20%
8%
• Do you agree if the company applies new
modern technology (management software)
in the recruitment process to increase
quality?
Agree
Strongly agree
Disagree
For this question, the collected data showed that nearly 80% of the respondents completely agreed
with applying new modern technology (management software) in the recruitment process to increase
quality (72% - 130 response for "Agree" and 20% - 36response for "Strongly agree". According to the
analysis, this suggests that applying modern technology to improve the quality of the recruitment
process could be a viable solution.
B. The degree of similarity between work and employee responsiveness
• Evaluate the satisfaction with the job and the current target you are undertaking.
45%
34%
21%
the satisfaction with the job and the current
target you are undertaking.
Unsatisfied
Strongly Unsatisfied
Satisfied
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Based on the survey, the collected data showed that nearly 80% of the survey respondents were
dissatisfied with their current job and targets. Specifically 45% - 81 responses for "Unsatisfied" and 34%
- 62 responses for "Strongly unsatisfied". Only about 21% of respondents feel satisfied. After reviewing
the data, it can be concluded that the majority of workers are already dissatisfied with their delegated
roles and goals, which has the potential to negatively impact the company's overall success and requires
immediate adjustment.
Evaluate the appropriateness between the assigned job target and your responsiveness
When asked about the suitability of delegated goals or duties, as well as employee responsiveness, 35
percent - 45 percent said "Unreasonable," while 22 percent - 29 said "Strongly unreasonable."
Furthermore, 18% of those surveyed had no view. Just 25% of those surveyed think they are reasonable.
According to the above figures, there are currently inequalities in the amount of positions available and
the willingness of workers to react in the business.
 Report the findings
After analyzing and assessing the data assembled within the surveys, the results about appeared that
approximately 70% of workers felt that they had issues amid the meet and internship steps. Particularly,
at the meet arrange, the worker has not truly gotten full and point by point work data as well as
prerequisites. In expansion, more than 60% of representatives feel disappointed with the quality of the
current recruitment handle, for the foremost portion since the enlistment criteria are not truly
particular, leading to the off-base choice of individuals and there's a big gap between the number of
targets and the employee's capacity to induce the work done. As a result, it does not meet the greatest
desires of both parties. At the same time, about 80% of overviewed workers need to apply innovation
computer program to administration enlistment handle to move forward yield quality. As a result, I
would assume that the theory is 80% right, and I need to propose ways to change the situation quickly
and stop wasting the company's time and resources in the long run.
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22%
35%
18%
15%
10%
Strongly unreasonable
Unreasonable
Neutral
Reasonable
Strongly reasonable

IV. LIMITATIONS OF THE PROJECT
Aside from the project team's accomplishments, the project execution process already has certain
limitations:
+Project formulation process: In my view, the project formulation method is still very stereotyped, so
project formulation contents are still mechanically analyzed, with no imagination. In addition, more
research from outside the company must be updated, and modern science and technologies relating to
recruiting challenges must be applied to complete the project more efficiently. Furthermore, the theory
process is also largely dependent on the project manager's own judgment, making it inflexible. This will
serve as a turning stone for learning and gaining expertise in preparation for larger ventures.
+Survey analysis technique: The theory is widely valued for its precision, but all research and evidence
gathering procedures are performed manually by team members, with no scanning software or assistive
technology resources, resulting in a higher likelihood of errors in the analysis process. As a result, the
latest findings are inconclusive 100 percent of the time.
+Project implementation time:
They are employees of the various divisions of the organization, and are responsible for the current job
that they are taking on, in the form of coordinating supervision by the project manager and project team
members. In reality, at the firm, project managers and team members are constantly juggling various
assignments and activities while still juggling other unforeseen tasks, so the emphasis on the project
limitation is crucial. Simultaneously, the time to split the job on the Gantt map also has certain unfair bits
(not enough time to do), putting pressure on workers due to looming deadlines. As a result, the project
was finished three days later than planned.
+Risk management:
After finishing the project, I evaluated the risk management strategy. Despite the fact that the project
team had taken all necessary precautions, the risk identification process had been completed too quickly,
resulting in a brief rather than detailed list of risks. Furthermore, one of the big shortcomings in the risk
assessment approach is that the project board only used a checklist to define threats, rather than
integrating it with other approaches. At the same time, the project committee has not yet completed a
risk classification (which is divided into categories such as technological, external, organizational, project
management, and so on), as a result of which certain risks were overlooked during the project's
execution. As a result, they were unable to finish the project on time.
V. RECOMENDATIONS
I strongly propose the following solutions to boost the performance of a company's current recruiting
process:
Solution 1: Analyze the company's expectations and formulate a consistent recruiting policy
In the present scenario, the organization only hires personnel for the purpose of "filling positions,"
resulting in inaccurate personnel allocation. As a result, in order to address this problem, human
resource recruitment needs to be able to quantify and predict recruitment requirements. The
corporation would have separate short- and long-term goals for each point and growth scenario. In
addition, the human resources department must plan how many employees to hire for each role, as
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well as develop project schedules focused on the local labor market, job-seeking trends, and other
topics relating to the nature of the work.
Solution 2: Setting more specific criteria for each job position
The HR department must provide comprehensive and precise qualifications and specifications for
selected positions and qualification criteria are the foundation of the selection process. A full job
description serves as a foundation for an applicant to easily decide whether or not their credentials are
appropriate for this position. The job description must contain three key contents in order to serve its
function: Job description section, a rundown of the job's roles and responsibilities (A report on how to
correctly describe and interpret the job's duties and responsibilities. This section includes comments
that adequately explain the employee's roles, tasks, and responsibilities, as well as working conditions.
This is thought to be a required approach to prevent applicant confusion regarding the job's
qualifications and activities.
Solution 3: Technology soft wares are added in human resource management
Using human resource management tools in the corporate framework can be a powerful assistant in
managing people efficiently and economically during the digital transition phase. In particular, good
management applications would meet the following criteria:
Recruitment management: Process automation on recruiting management tools saves time, boosts
employer competitiveness, decreases applicant screening time, and strengthens the employer's
efficiency in the recruitment process, all of which are benefits of the technological trend. At the
same time, the recruitment software supports the management of job sites. Each vacancy will be
created into a process on the system. Recruitment activities are recorded mainly on a single
software, the software will specifically support in:
+Designing a multi-channel technical recruiting approach
+Developing a professional recruitment framework and method
+Establishing and maintaining applicant tools
+Screening and assessing candidates
+Working online with candidates through a framework
+Employers can quickly edit notes and do direct evaluations with each applicant using the automated
framework during the interview.
+Reporting and analyzing recruiting efficiency: Recruitment software gathers and analyzes data
automatically to provide simple and advanced reports on the success of recruitment campaigns.
The program performs all research and selection tasks in a fundamental and precise manner, assisting
the organization in selecting the most appropriate applicant and optimizing recruiting business success
and productivity.
Managing by objectives for each position: Using the software's management by objectives feature,
the company's leadership will assist staff in understanding the organization's orientation and goals.
The ultimate target will be broken down by all departments' workers. Each individual will be more
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aware of the goals they are pursuing and will be more engaged. Furthermore, the manager should
keep track of the state of priorities, community and individual work, and be able to negotiate,
organize, and assist if needed. Employee stress and responsiveness may be limited as a result of
this. Around the same time, the software has the following advantages:
• Assigning and scheduling jobs according to personalized procedures
• Setting, handling, and tracking targeted employment
• Reminder notifications via email and mobile devices
VI. CRITICAL REVIEW
1. Objective achievements
The findings are very satisfactory after finishing the project, depending on the questionnaire and the
successful participation of the whole team project. Nearly all of the established objectives are also met.
+Created a comprehensive questionnaire, focusing on the existing recruiting process's challenge. The
number of employees participating in the survey is 180 people, which is higher than the previously set
target 20 people.
+A total of 172 legitimate surveys had been taken by the company (more than 22 survey forms compared
to the initial set target)
+The project team has come up with three solutions to strengthen the issue found in the new recruiting
process after reviewing all of the questionnaires.
2. Benefits of the project
Using an offline survey to carry out this initiative not only allows company workers to voice their
views, but it also has the following advantages:
+This is a method for evaluating the efficiency of the existing company's recruiting process.
+This study would help the HR department's head make the right choices and strategies for improving
the production level of the recruiting process and increasing the company's talent management
strategy's effectiveness.
+This is an effective method of listening to expectations as well as the difficulties between the number
of jobs and the ability of the employee to respond during the working process. This shows the
company's care and support for employees, creating more motivation for them to work longer and
more efficiently.
3. Performance evaluation
* PLANNING
+ Cost planning: During the project management process, the project manager estimates and
synthesizes the total project cost in great detail and clarity. The costs for each catalog and project
activity, in my mind, are designed reasonably; additionally, project management constantly
watches and tracks the project situation in terms of costs and schedule changes, and project
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budgets adjust quickly. While the real cost of labor is 5% higher than the expected cost due to the
project's completion three days late, the percentage difference in cost is also regulated in the cost
accrued. As a result of the timely preparation, estimate, and monitoring of the total project
expense, this part of the project has performed admirably.
+ Project implementation time: All roles are described at various levels in this project, and the
project manager has broken down the job specifications into individual activities and presented
them in the form of a Work Breakdown Structure and Gantt chart. As a consequence, the
approximate time for and mission is set very accurately, but there is some variance in the real
execution with the expected timeframe according to the schedule. Specifically, in the section
"Project Selection," the resource preparation, goals, priorities, threats, and so on, since the
requirement to be extremely precise and realistic, but the approximate period for this aspect is
relatively short, causing the job to be completed one day later than anticipated. Similarly, the
original specification questionnaire for the "Survey form" portion did not really fulfill the project's
criteria and purposes, so the implementation process board had to re-adjust and double-check.
Since the projected time was insufficient to complete the task, it was one day behind deadline.
Around the same time, in the "Data analysis" portion, there are some minor issues with the
monitoring and evaluation of the gathered evidence results; members of the appraisal team are
overwhelmed by high demand, resulting in a one-day delay in the timetable. However, they
continue to strive to have options as much as possible after that. The project manager, in my view,
has not yet come up with a realistic regular schedule, and the constitution was promulgated
management strategy has not yet reached a high level of productivity.
+ Risk management: The project manager and team project managers have already finished
drawing up a risk assessment plan during the early stages of project preparation. The project
board, in my view, has thoroughly incorporated risk management measures such as defining,
evaluating, reacting preparation, and managing risks. Moreover, to define threats that may
emerge during project execution, the project management has evaluated and checked the
possibility of specific risks, as well as evaluating the effect of specific risks on the project and
devising plans to deal with them. . Furthermore, the project board faces a significant obstacle
when a risk arises that is not included on the prior risk list. Since the projected time for certain
projects did not fit fact, the project was not finished on time. Furthermore, the project team
members are under some direct pressure from the project as well as their own job goals, resulting
in poor coordination and collaboration. While the project board clearly lacked expertise in risk
management, the project was able to deliver a satisfactory outcome due to its calmness and
desire to overcome challenges for the whole team.
* PROJECT TEAM
+ The project manager: The project manager is in charge of organizing, executing, tracking, and
overseeing project progress before it is finished. The Project Manager's primary duty is to divide all
activities equally, directly to and person and community, in order to effectively complete the planned
project in compliance with the criteria, progress, and ensuring that progress is always beneficial.
Furthermore, the project manager is responsible for ensuring that the budget is adequate to complete
the project without any budget problems arising as the project progresses. Around the same time, the
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project management must be able to recognize potential threats to the project and be armed for
alternatives to resolve them in order for the project to be completed on time. Consequently, one of
the project manager's most important duties is to inspire team members by communicating with each
participant to realize what they need to accomplish the mission and assisting them in doing so, helping
them to concentrate on project creation and give it their all. After the assigned assignment is finished,
the project manager's job will be terminated.
+ Survey’s sponsor: Honda Corporation is also the survey's sponsor. And this is an initiative that would
invest in the system's human capital. Investors that are not profitable for this initiative would be
accepted. However, this project will leave a fresh quality, imprint for staff, and credibility for
consumers, meaning that more people are aware of Honda Business.
+ Employees: A survey will be completed by the project company's employees. They must be
accountable to both themselves and the corporation. That when workers' wishes and views are
surveyed, project execution will be simple and the organization and employees will be on the same
page. Employees of the Honda Company are responsible for doing well on the survey and are required
to respond accurately and include in trustworthy surveys. And if they report seriously, the HR
department rewards them with a small sum of money to assess their severity. Advanced courses also
enriched Honda workers while also allowing the corporation to fulfill its own wishes.
+ Project staffs: The project team will be tasked with a large number of tasks to accomplish in a timely
manner. The project manager's right-hand man will be the project staff. They are also responsible for
keeping the project on track and completing the task in a detailed and careful way as directed by the
project manager.
4. Talent Management
The organization will use the research insights provided in this project to identify gaps and develop
training plans to better increase employee quality in the most effective way possible. This contributes
to the company's success. Since a team with strong specialized expertise and skilled soft skills may
have total control, the advantage "minimizes costs and time to locate a broker." As a result of the
improved revenue streams, revenue in 2021 will grow by 15% (approximately 15.000 billion VND) over
2019, and sales workers will generate revenue in Q3 2021. From there, the organization would have
stronger human resource support tools, as well as improved discipline from the staff's style,
collaboration, and working style. All of this would elevate the company's modernization to a higher
stage.
5. Learned experience
One of the most interesting and appropriate things to do after finishing the project is to take lessons from
it. The below are some of the takeaways from this project:
• Spending a significant amount of time learning and investing in data mining methods.
Additionally, technology applications such as SPSS, SAS, STATA, EViews, and AMOS, among
others, is recommended for more precise data filtering and analysis while saving time.
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• Project schedules can have more than just start and finish times. In other words, the project
manager must plan the amount of days that a job will be late and coordinate each step of the
project, from planning to implementation to middle-small stages. Furthermore, various types of
responsibilities between tasks must be considered, since they may influence the start and end
dates of tasks. Finish-to-start - task A must be finished before task B can begin - or start-to-finish
- task A must be completed before task B can begin. Start-to-finish - task A must be finished
before task B can begin.
• The lessons learnt are that it is important to reliably evaluate the kinds of threats that the
project will pose and their effect on finances and project results in order to ensure the best
planning for all future risks during the execution of subsequent projects. Furthermore, all risks
can be grouped into categories so that they can be effectively handled and many risks are not
ignored.
• Organize project progress explanation sessions to establish mutual accountability for all
project team members. This are fast sessions where all team members can catch up on whether
their direction is correct or incorrect, as well as any issues that arise during the mission. The
meeting would encourage everyone to have a greater understanding of each other's
circumstances, enabling them to pool their energy and support. This meeting, in my view, is
incredibly valuable for upcoming ventures because it would allow the project manager to quickly
monitor the status of participants and any concerns that occur, allowing for more successful
outcomes.
VII. WEEKLY LOGBOOK
Name: Do Tran Tuyen
Project title: Survey for solving the factors that effect to recruitment process
Date: 3/2/2021
Update on weekly research/tasks achieved
Points to consider:
 This is a strategy for improving workforce retention through enterprise recruiting. On July 3,
2021, it will be carried out.
 We will finish the project in order to meet the survey's target of collecting testimonials from
200 workers in order to better determine the company's recruiting challenge and come up with
the right approach.
 We have thoroughly planned and organized this project to ensure that it is on budget and
finished on time.
 We won't need to make any improvements to our project management strategy as a result of
the project risk management report, but if anything goes wrong, such as the Covid-19
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pandemic, and the organization loses all of its workers, a modification will be necessary. The
project will be moved at the right moment.
Any risks and/or issues identified?
Points to consider:
 We won't need to make any adjustments to our project management strategy as a result of the
project risk management analysis, but if anything goes wrong, such as the Covid-19 pandemic,
and the organization loses all of its staff, a change will be necessary. The project will be moved
at the right moment. Furthermore, problems that have an effect on the project management
strategy, such as the project being behind budget, must be addressed. Check for errors; the
survey's document storage has a problem. Is the error mechanism, for example.
Problems encountered
Points to consider:
 We encountered obstacles, difficult to budget for the project, check from the BOD, and find the
right people for the project.
 And we tried very hard to overcome it by spending time researching and preparing for this
project, setting goals and planning, managing risks, speaking to CEO, head of financial at the
company ...
New ideas and change of project direction
Points to consider:
 When building a plan and implementing it, when there is a new idea, if I want to change
something, I will get everyone's comments. If all staff of the project agrees with that opinion,
there will be a more suitable change. With the project risk management, we won't need to
make any changes to our project management plan, but if something goes wrong like the
Covid-19 pandemic, if the company leaves all employees, the change will occur. We will move
the project at an appropriate time.
What have you learned about yourself through your work?
Points to consider:
 The most important lessons I learnt after working on a project is organizational skills, project
preparation and implementation, budget control, project efficiency, risk management, and
project human resource management. And, as a result of this project, I will be able to adapt
everything I have learned to help me manage a successful business project in the future.
 In addition, I believe that when confronted with challenging problems, we must approach the
problem peacefully and determine the source of the problem. The only thing you can do is
maintain project oversight and risk assessment while limiting potential risks. I do think I'm in
good spirits, but I know I have a long way to go. I believe I am incapable of effectively managing
human capital and resolving the problem. After completing this mission, I would be able to
develop my planning, budgeting, human resource management, and risk management abilities.
Next steps for your work
Points to consider:
 I believe that the budgeting and planning elements of the work should be prioritized because
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they are the most relevant.
 With Schedule scheduling, we hope it is in order, giving us ample flexibility to accomplish the
assigned jobs.
Project plan status to date
Points to consider:
 I believe I am on schedule to complete the project on time. Since I used what I learned to
manage an effective project, my work demonstrates my learning progress.
Tutor Feedback
Through the weekly logbook, the staffs undertake project tasks for that week will record all activities, timing
and risks or problems that occurred during the week of project implementation process. At the same time,
by giving detailed and clear answers, project manager can store, statistic all information related to the plan
and report actual work progress such as: difficulties that the project is facing, and the achievements that the
project has complete, the benefits that the staff have achieved. Thereby, this will be the number of reliable
and accurate databases that show the effectiveness of project planning, and risk management. The
executable steps are quickly updated and saved in the weekly diary, making it convenient for the project
manager to track the project's progress, thereby giving timely instructions, or retrieving information of the
project quickly when needed. Besides, after completing all the tasks of the project, I evaluate all the answers
on this weekly logbook are recorded in a detailed, complete manner and expressed clearly the current status
of the project. At the same time, the results showed that the project management process was implemented
in the right direction and in accordance with the plan. Although there are still a number of problems and
errors that have resulted in the project being completed 3 days later than originally planned, this was
discovered and adjusted in time so as not to affect to the project too seriously. Thereby, I strongly think that
all issues related to the project such as resources, budget, and risks and so on are within the scope of
management, so this is considered a quite successful project.
VIII. CONCLUSION
In conclusion, all content discussed above are results based on data collected through the
questionnaire forms. Besides, after completing this assignment, I have learned how to evaluate the
outcome aspects of a project, understand the shortcomings of a project. Thereby, I highly draw some
lessons for myself so that I could achieve better results in the next subjects.
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References
1) Saunders, M., Lewis, P. and Thornhill, A., n.d. Research methods for business students.
2) Kerzner, H., 2017. Project management. [Place of publication not identified]: John Wiley &
Sons.
3) Tolbert, M., 2020. Hybrid Project Management. New York: Business Expert Press.
4) Clark, W., 2019. Qualitative and Quantitative Economics (Q2E). New York: Nova Science
Publishers, Incorporated.
5) Hackr.io, 2020. Agile Vs Waterfall: Differences You Should Know. [online] Hackr.io.
Available at: https://hackr.io/blog/agile-vs-waterfall [Accessed 14 Mar 2021].
6) Hussey and Hussey, 2013. Business Essentials Research Project - Study Text. 3rd ed.
London: BPP Learning Media.
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