BTEC Level 4 HND HRM Assignment 2: Hoa Phat Group HR System Design

This assignment, a report on the HRM practices of Hoa Phat Group, analyzes the company's recruitment and selection processes, including job specifications, interview preparation, and job offers. It also evaluates employee relations, employee engagement, and flexible working practices within the organization. The report examines key aspects of Vietnamese employment legislation, such as discrimination law, health and safety, and minimum wage, and their impact on HRM decision-making. It provides a rationale for specific HRM practices in the context of Hoa Phat Group, considering the company's characteristics and industry. Furthermore, the report critically evaluates the application of HRM practices, especially in the Vietnamese cultural context, focusing on employee relations and their influence on organizational decision-making. The report also includes an evaluation of the recruitment and selection process and employee relations and employment legislation that relate to the HR practices of Hoa Phat Group.

ASSIGNMENT 2 FRONT SHEET
Qualification BTEC Level 4 HND Diploma in Business
Unit number and
title Unit 3: Human resource management
Submission date Date Received 1st submission
Re-submission Date Date Received 2nd submission
Group number:
Student names & codes Final scores Signat
1. HA THI MY LINH
2. TRAN THI CAM TIEN
3. TRAN THI CAM LOC
4.
Class GBS0909B Assessor name NGUY
Student declaration
I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I under
declaration is a form of malpractice.
Grading grid
P5 P6 P7 M4 M5

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 Summative Feedback:  Resubmission Feedback:
Grade: Assessor Signature: Date:
Internal Verifier’s Comments:
Signature & Date:

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HRM Assignment 2 Outline 2021 – Group Assignment
You’re working as a HR consultant fosr your chosen company (the students will be advised to choose
different companies). Your main task is to design a HR system for the company. The document will
provide details on the purpose of HR and the main HR functions within the organisation with an
overview of different HR practices. A full set of HR processes is done in the first assignment. In this
document, your consulting team (3–4 members) is to design a job specification set for a particular job
role.
(P7) The aim of your team is to construct the recruitment and selection process and each team complete
a document portfolio.
The document portfolio should include:
1. The design of a job specification for given positions in the organization.
2. Documentation of preparatory notes for interviews, interview notes based on selection criteria and a
justified decision of the candidate selected.
3. A job offer to the selected candidate.
4. An evaluation of the process and the rationale for conducting appropriate HR practices.
In addition to this you are to produce an evaluation summary of employee relations and employment
legislation that relate to these HR practices. This is to be presented to BoM of your chosen company to
explain the legitimacy of your suggested recruitment and selection process. This part will cover the
following:
1. (P5) The approach to and effectiveness of employee relations and employee engagement, with
mention of the flexible organisation and flexible working practices and ‘employer of choice’.
2. (P6) Key aspects of employment legislation within which the organization must work (majors
obligations owed by employers, employees and both, and main employment legislation including
discrimination law, health and safety law, minimum wage, working hours, strike, annual leave, insurance

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law …) and the impact it has upon HRM decision-making.
(https://www.ilo.org/dyn/natlex/natlex4.detail?p_lang=en&p_isn=91650)
M4 Evaluate the key aspects of employee relations management and employment legislation that affect
HRM decision-making in an organizational context.
Reasoning how employee relation and legislation can affect to HRM decision making
M5 Provide a rationale for the application of specific HRM practices in a work related context.
Discuss the relevancy of that HRM practice of your chosen company. Students are encouraged to
analyze characteristics of that company and its industry to demonstrate relevancy and irrelevancy.
D3 Critically evaluate the application of HRM practices that inform and influence decision-making in an
organizational context.
Specific examples of HRM practices should be analyzed in Vietnam’s cultural context.
Critically evaluate employee relations and the application of HRM practices that inform and influence
decision-making in an organisational context.

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Contents
1. Introduction................................................................................................................................................6
2. Vision, Mission and Core Value................................................................................................................. 7
2.1 Vision................................................................................................................................................. 7
2.2 Mission...............................................................................................................................................7
2.3 Core Value......................................................................................................................................... 7
3. Hoa Phat’s Accomplishments In 2020....................................................................................................... 7
4. Activities Area And Characteristics Of Hoa Phat Group........................................................................... 8
5. Hoa Phat’s HRM Section............................................................................................................................ 9
5.1 Staff Recruitment Process................................................................................................................. 9
5.2 Create Job Specifications For Specific Positions At Hoa Phat Group.............................................. 11
5.3 Things To Hoa Phat Group Think About Before The Interview....................................................... 14
5.4 Hoa Phat Has A Job Opening For Selected Candidates................................................................... 15
5.5 The Evaluate On Existing Recruitment And Selection Of Hoa Phat Company................................ 17
6. The Definition Of Employee Relations.................................................................................................... 17
6.1 The Definition Of Employee Relations............................................................................................ 17
6.2 The Role Of Employee Relations..................................................................................................... 18
6.3 Application Employee Relations......................................................................................................18
6.4 An employment relationship (LR)....................................................................................................19
6.5 Definition of Trade Union................................................................................................................ 19
7. Vietnamese Labor Law............................................................................................................................. 19
7.1 Law For Labor In Viet Nam.............................................................................................................. 19
7.3 Typical Laws In The Hoa Phat Labor Code Apply To Employees..................................................... 21
7.2 Evaluate Laws Affecting HRM In Hoa Phat Group...........................................................................22
8. Conclusion................................................................................................................................................ 22
9. Reference List........................................................................................................................................... 23

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1. Introduction
Hoa Phat is a Vietnam's leading company's production group. Established in November 1992 as a firm
that specializes in the trading of machines, Hoa Phat gradually expanded into the fields of Furniture
(1995), Steel Pipe (1996), Construction Steel (2000), Refrigeration (2001), and Real Estate (2001). Hoa
Phat reconfigured in 2007 according to the Hoa Phat group model, with Hoa Phat Group Joint Stock
Company serving as the parent company and affiliated companies. On November 15, 2007, Hoa Phat
successfully designated shares on the Vietnam stock exchange under the symbol HPG. Hoa Phat Group
presently operates in four industry sectors: iron and steel (construction steel, hot rolled coil) - steel
products (including steel pipes, galvanized steel, drawn steel, steel bars) - tension - agriculture - real
estate. Iron and steel manufacturing and related items account for more than 80% of the Group's
revenue and profit.

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2. Vision, Mission and Core Value
2.1 Vision
To become a high-quality industrial production group with a focus on steel.
2.2 Mission
To provide leading products while also contributing to the improvement of people's quality of life and
gaining customer trust.
2.3 Core Value
Hoa Phat Group's core value is the worldview of Harmony and Growth. This represents the relationship
between officials and employees, between the Group and its partners, agencies, stakeholders, and the
supportive network, helping to ensure the alignment of stakeholders' interests on the same road boats,
towards sustainable development. Hoa Phat Group, in specific, has founded a long-term, trusting
partnership. It feels like a relatives, with sales representatives who have been with the Group since its
inception.
3. Hoa Phat’s Accomplishments In 2020
 Profit after tax of 13,506 billion VND is a new high.
 The amount of crude steel produced was 5.8 million tons, and the amount of billet consumed was
1.2 million tons.
 Steel and construction steel exceeded 5 million tons for the first time. The construction steel and
steel pipe market shares in Vietnam are 32.5 percent and 31.7 percent, respectively.
 Hoa's first hot-rolled coil was released to the market in nearly 700,000 tons.
 Hoa Phat steel pipe has exceeded 820,000 tons, and galvanized steel sheet has increased by 150
percent year on year.

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4. Activities Area And Characteristics Of Hoa Phat Group
Hoa Phat Group focuses primarily on the following industries: construction iron and steel, steel pipes,
and galvanized steel; refrigeration, furniture, machinery, and equipment industries; Real estate,
including industrial park real estate and residential real estate; agriculture, which includes the
production of animal feed and livestock Until now, iron and steel production has been the Group's
mainstay, accounting for more than 80% of revenue and profit. Hoa Phat Group is the investor in the Iron
and Steel Complex Project in Hai Duong, which is involved in the production of construction steel. The
Complex, which has a capacity of 1.7 million tons/year, has been operating synchronously in all three
phases since the first quarter of 2016, bringing Hoa Phat's total construction steel capacity to 2 million
tons/year. Hoa Phat is currently Vietnam's largest steel pipe and construction steel producer, with
market shares of 22% and 26%, respectively. Hoa Phat Furniture has the largest market share in office
furniture. Since 2016, Hoa Phat Group has restructured the operating models of its member companies,
particularly in the steel and agriculture sectors, in order to improve production and business efficiency
while lowering management costs. Hoa Phat has 11 member companies as of March 2017. Hoa Phat
Agricultural Development Joint Stock Company will manage companies in the agricultural sector,
including animal feed production, pig, cow, and poultry breeding. Hoa Phat plans to produce 1 million
tons of animal feed per year with three factories in Hung Yen, Phu Tho, and Dong Nai over the next five
years, as well as 450,000 commercial pig heads, 75,000 beef cattle, and 300 million clean chicken eggs.
Hoa Phat has been named one of Vietnam's largest and most effective businesses for several years in a
row. Hoa Phat was ranked among the Top 5 largest private companies in Vietnam in 2015, as well as
among the Top 50 best listed companies, Top 50 most effective companies in Vietnam, and Top 40
largest enterprises in Vietnam.

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5. Hoa Phat’s HRM Section
5.1 Staff Recruitment Process
Process of Personnel Recruitment. There are eight steps in the recruitment process:
Step 1: Create a recruitment strategy
Businesses must clearly define the number of employees to hire, the positions to fill, and the standards
that must be established for each position to be filled. Recruitment in accordance with the annual plan
When an organization or enterprise experiences an unusual personnel change, such as a worker abruptly
resigning without being able to notify the organization in advance; or when the organization receives
contracts or projects for which human resources are insufficient to meet the needs and nature of the
work, it must recruit additional personnel to supplement.
Step 2: Search for and attract candidates
According to 2010 statistics, only 8.4 million people out of a total of 48.8 million working employees
have degrees and certificates issued by establishments. Training levels in the United States and abroad
Human resources for training at all levels continue to grow, but in comparison to social needs, high-
quality human resources remain scarce. According to the World Bank, Vietnam's human resource quality
remains low in comparison to other countries. Vietnam's human resource quality is only 3.79 on a scale
of 10, placing it 11th out of 12 Asian countries in the World Bank's ranking.
Sources of internal selection
 Transfer record application: apply to administrative personnel.
 Apply to employees in lower-level positions by listing vacancies.
 Encourage people to sign up for the event.
 Recruit people who are already working in the company.
 Internal recruitment is given top priority and is done in public. All candidates in the
organization understand the selection criteria. To determine how many internal
candidates should be present in the organization, data on the quantity, quality, and
personal qualities of employees should be gathered and developed through the
collection and development of employee profiles, turnover charts, or promotion
cards.

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External sources of selection
 Handwritten letter, exchange, introduction of relatives, friends, and employees.
 Former employee: the enterprise should clearly understand this employee's
motivation to return to work in order to avoid a situation that causes psychological
reactions in other employees who want to leave. They will return if they wish.
 From other organizations and businesses: it is critical to pay attention to employee
loyalty because there are cases where it is acceptable to be recruited but in reality
it is to: "steal" business know-how, technology, and customers
Step 3: Receipt and screening of dossiers
Is the collection and evaluation of candidates shown in the application file, based on a comparison with
job requirements, in order to select candidates with suitable prospects for the following recruitment
rounds. A complete job application must provide a lot of information to the employer and must stand
out from other resumes in order to impress the employer. Candidates shown in application documents
are evaluated based on a comparison with job requirements in order to select candidates with suitable
prospects for the subsequent recruitment rounds. Records must be informative and distinguishable from
other records. Candidates must provide additional information, such as professional qualifications,
experience, personal characteristics, status emotion, ingenuity, and so on, in addition to basic
information such as full name, address, gender, phone, and so on. Working time stability in older
organizations. Employers can predict a candidate's ability to succeed in the job based on the information
provided above.
Step 4: Pre-qualification
This is the first contact between the employer and the employee, so it leaves a lot of impressions on them.
Employers will:
 Test the candidate's professional knowledge and skills.
 Find out about job search motivation and let them know about the upcoming job so they
can determine if they are suitable or not.
 Can use psychological tests, personality or let them test through sample work, ...
 Compare a person to a sample standard or compare with other candidates.
Step 5: Interview
Because this is an official interview, the time commitment is substantial, ranging from 0.5 to 1 hour per
candidate. Model interviews, interviews without instruction, group interviews, interviews with a team,
and stress interviews are all options.

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Purpose: To give candidates the opportunity to learn about the job and compare it to their plans and
ambitions; to give employers the opportunity to contact candidates and to build relationships between
candidates and jobs. Examine the candidate's external nuances, such as physique, dress, attitude,
appearance, attitude, behavior, and so on, which cannot be seen or expressed clearly in the application.
Step 6: Recruitment decision
Employers compile all of the information gathered from pre-qualification to interview to determine how
well candidates match the organization's job standards and selection goals. The employer's ability to
complete his or her tasks is a conundrum. What mistakes do they frequently make when "sanding for
gold" for organizations and businesses? Experiments show that the resume and the brief moments of the
initial interview account for 85 percent of hiring decisions.
Step 7: Follow up and probation
The department head prepares and monitors the integration and probationary program, which includes:
a training plan, job knowledge, work goals, the implementation process, company commitments, and
how to coordinate. The Human Resources Department keeps information up to date, advises when
necessary, requests probation assessments, and maintains records.
Step 8: Official recruitment
Salary and remuneration are negotiated between the two parties, the employer and the employee.
When the two parties reach an agreement, the human resources department will sign a labor contract
and complete the formal employee admission procedure.
5.2 Create Job Specifications For Specific Positions At Hoa Phat Group
Career: Administration Officer vacancy
Goal: To supplement the Organization Department's personnel resources.
1. Number of people: 1
2. Job description
 Participate in the preparation of new employees, develop documents, job descriptions, and
organize integration training for new employees
 Implement regimes and policies for employees, such as social insurance, health insurance,
unemployment insurance, occupational accident insurance, and so on
 Participate in the preparation of new employees, develop documents, job descriptions, and
organize integration training for new employees

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 Participate in the preparation of new employees, develop documents, job descriptions, and
organize integration training for new employees
3. Requirements
 A bachelor's degree or higher in business administration, human resource management, wage
labor, office administration, or a related field
 Proficient in the use of Microsoft Word and Excel;
 1 year or more in a comparable position;
 Candidates with expertise creating a compensation and bonus system, as well as a KPI evaluation
system, will be given preference.
4. Profile
 Curriculum Vitae (validation period not exceeding 06 months); - Health Certificate (validation
time not exceeding 03 months);
 A notarized copy of the person's birth certificate, ID card, and household registration;
 A degree that is relevant (notarized);
 Two 4x6 photographs (latest photo).
5. Compensation and benefits
 Fully benefit from the labor legislation and the Company's policies; - Salary is variable based on
qualifications and experience.
6. Office address
 Hoa Phat Group Office, 66 Nguyen Du, Hai Ba Trung, Hanoi.
Career: The Public Relations Department
The Hoa Phat Group Joint Stock Company is looking for PR personnel to work in the Public Relations
Department, with the following responsibilities
1. Number of people: 1
2. Job Objectives
 Obtaining information and writing pieces for the media on the Group's and its subsidiaries' activities
 Composing content for profiles, flyers, catalogs, annual reports, and other publications