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

Student Name Nguyen Ngoc Uyen Nhi Student ID GBD18320

Class GBD0703B Assessor name Ngyen Minh Hai

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 M4 M5 D3

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r Summative Feedback: r Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

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 Table of Contents
I. Introduction: .................................................................................................................................. 5
1. The objective:........................................................................................................................................... 5
2. About Prudential: ..................................................................................................................................... 5
3. Prudential's problem: Prudential is sued for dismissing employees .......................................................... 6

II. The importance of employee relations and the proposed training program: .................................. 6
1. The importance of employee relations: .................................................................................................... 6
2. The problems of employee relations in Prudential: .................................................................................. 7
3. The proposed training program: ............................................................................................................... 7

III. The training program on employment legislation and its impacts on HRM at Prudential: ........... 7
1. Labour law: (Binh, 2016)........................................................................................................................... 7
2. Its impacts on HRM at Prudential: ............................................................................................................ 8

IV. Critical points on how employee relations management and employment legislation affect the
decision for the approval of the training program in the company: ....................................................... 8
V. The proposal of training package for the company: .................................................................... 9
1. Training needs assessment: ...................................................................................................................... 9
2. Training design: ........................................................................................................................................ 9
3. Training delivery: ................................................................................................................................... 11
4. Training evaluation: ............................................................................................................................... 11

VI. Critically provide the rationale for your proposal and potential benefits that staff can achieve
after experiencing one year of training activities: ............................................................................... 11
VII. Recommendations for the company to strengthen employee relations and employment
legislation through the proposed training program and follow-up actions: ......................................... 12
VIII. Conclusion: ............................................................................................................................... 12

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I. Introduction:
1. The objective:
Currently, many companies are faced with issues such as unsafe working environment and the dismissal
of employees who violate personnel law. For a company, human resources are very important and good
human resource management is essential. There will be a training program designed to solve
Prudential's problems. In this article I will analyze the internal and external factors of HRM and apply it
to Prudential Corporation.
This report is about a one-year training program. The goal is for employees to better understand the
main functions and duties of HRM, as well as to rebuild employees 'trust and take customers' images
and beliefs.

2. About Prudential:

Name of company: Prudential Financial, Inc.

Founder: John F. Dryden
Total assets: 831.9 billion USD (2017)
Headquarters: London of the United Kingdom.
Branches: Prudential's largest market is in Asia, with more than 13 million customers in 12 countries and
is a leading provider of life insurance in Hong Kong, India, Indonesia, Malaysia, Singapore, Philippines
and Vietnam.
Mission: To help our customers achieve financial prosperity and peace of mind.
Vision: To distinguish Prudential as an admired multinational financial services leader, trusted partner,
and provider of innovative solutions for growing and protecting wealth.
Core value: Worthy of Trust, Customer Focused, Respect for Each Other, Winning with Integrity.
(Prudential, 2019)

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 3. Prudential's problem: Prudential is sued for dismissing
employees

Prudential's representative was before the trial (Anh, 2019)

On May 3, 2018, Prudential Vietnam issued a decision to terminate the labor contract with Mr. Tri. And
on May 4, 2018, Prudential Vietnam sent Tri a decision to dismiss the Chief Representative Office signed
by General Director Stephen James Clacrk (Anh, 2019).
The reason for the dismissal of Prudential is that because this employee could not perform well the
upcoming jobs, he unilaterally terminated the labor contract and said that the employee has no right to
sue. This is a violation of the Vietnamese labor code. Moreover, Prudential's senior management did not
comment on the legal value of this dismissal decision but still signed the release plate (Anh, 2019).
This has resulted in Prudential having to pay damages of over VND 800 million (Anh, 2019).

II. The importance of employee relations and the proposed

training program:
1. The importance of employee relations:
It is a requirement for organizational success to maintain healthy workplace relationships in an
organization. For high productivity and human satisfaction, good employee relationships are necessary
(Juneja, 2019). Therefore, a good relationship at Prudential will depend on a healthy and safe working
environment, the satisfaction and dedication of employees. This will be an opportunity to motivate
employees and help the company grow comprehensively.
Increased productivity: When there is a strong relationship between employer and employee, workers
appear to be more happy and thus become more productive at work (Majumder, 2017). In a large

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environment like Prudential, when the relationships of all employees are close, fair and harmonious, the
overall productivity of the organization will increase.
Increased loyalty among employees: The next value of an organization's employee partnership is the
dimension that significantly enhances employee loyalty. Increasing loyalty often increases the chances
of retention of workers and thus helps the company in the long term (Majumder, 2017). Moreover,
Prudential will have the opportunity to retain talent as well as attract talent to its company.

2. The problems of employee relations in Prudential:

Discrimination between superiors and subordinates: in a large and developed environment like
Prudential, this problem should not occur. All levels of the company play a role in the development of
the company. This needs to be thoroughly overcome, to keep fairness in the workplace as well as
increase employee relations in Prudential.

Dismissing employees but not following the law: Prudential's failure to apply labor laws to handle the
layoffs has greatly affected the company's reputation. All Prudential members need to know the law to
handle it properly in different cases.

Conclusion: It will benefit Prudential in many ways if its employee relations are improved positively. The
organization should prevent violations of labor laws within the company as well as encourage teamwork
and fairness in the workplace. This is an ideal way to increase interaction between levels, as well as
create a very safe and friendly working environment.

3. The proposed training program:

The training will help individuals to be more 'aware' of the dismissal issue in the company, helping to
reduce tensions within the company, concentrating on the tasks at hand and thus making business more
successful. Prevent the dismissal of employees leading to law violations that affects the company.
Employees can be totaly focused on helping the business grow.
Failure to identify labor law can cause employee inconsistencies, resulting in issues such as poor product
performance, poor employee productivity, and corporate degradation. The organization will also lose
efficiency and resources while reviewing incidents, in addition to the time and productivity lost due to
declining employee morale.

III. The training program on employment legislation and its

impacts on HRM at Prudential:
1. Labour law: (Binh, 2016)
In Vietnam's Labor Code, according to Article 38 of the 2012 Labor Code, an employer has the right to
unilaterally terminate a labor contract in some cases.

Moreover, upon unilateral termination of a labor contract, except for the case specified at special, the
employer must notify the employee in advance:

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- At least 45 days for labor contracts with indefinite terms.

- At least 30 days for a labor contract with a term of 1-3 years.

- At least 3 days for a seasonal labor contract or a specific job with a term of less than 1 year.

2. Its impacts on HRM at Prudential:

Prudential is a famous life insurance company around the world, operating on a very large scale. So
compliance with the labor law is a very necessary and Prudential must be really strict in this regard.
Prudential's organizational and workplace culture has many different important points. Therefore, the
violation of labor law is a bad influence on Prudential.
This training program will connect employees together, understand each other's roles and problems,
help all employees feel comfortable at work, and focus on helping the company grow. Moreover, this
training will help employees change their mind about Prudential unilaterally terminating labor contracts
and rebuilding the confidence of Prudential's staff and customers.
Each part of the workforce is influenced by employment law. This defines the employment, wage and
benefits opportunities, discrimination, family and medical leave, dismissal, and more. It is important that
you are familiar with employment law and how it impacts you at work. You have several employment
rights and the benefits are upheld by labor law (Narang, 2019).
Among the training programs provided by Prudential, the greatest impact is still labor law and the
question of layoffs. A lot of talented people and more importantly, consumers, they disagree with that.
If the training program is implemented, it will be easier to recruit talented employees and improve the
believe of the clients. Workers will be more involved on the job. For a good training program, Prudential
must solve this problem.
Labor and labor relations are dedicated to creating and maintaining a positive working environment. The
company better understands and creates quick solutions to other issues such as unfair labor costs and
complaints to government agencies. Consider each other regardless of region, gender and race.

IV. Critical points on how employee relations management

and employment legislation affect the decision for the
approval of the training program in the company:
For Prudential, the issue of dismissing employees but not complying with the labor law is a bad issue
that the company does not want to repeat again, and it can be prevented through HRM training process
in the company. . However, in case of intentional violation, the training board will not be able to resolve.
Therefore, not only training but the senior leadership, understanding, awareness and compliance must
be intervened to ensure that this problem will not happen again.
Moreover, senior leaders must hear the voice of their employees. For some subordinates there will be
no opportunity to directly express their opinions but through the "middle". Therefore, they can form a
group, with a viewpoint or offer a representative to be able to connect with top managers through a

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 variety of ways such as creating a "Question for top managers" channel for the purpose of staff You can
connect and directly ask questions to your top managers.

V. The proposal of training package for the company:

1. Training needs assessment:
This training is to provide employees with necessary knowledge about labor laws, as well as to organize
attractive activities with many rewards to attract the attention of employees. And all the activities are in
the same direction as the training program. This will help employees feel that joining this training
program is not a coercion.
This training program will help employees be more connected with Prudential as well as other parts of
the company. They will know how to use the labor law in any case, as well as use the labor law to
protect themselves.
Objective: Help employees better understand labor law and improve employees' thinking about
Prudential's old problems.
Duration: 1 year
Participants: all employees of Prudential Financial, Inc.

2. Training design:
Company regulation: Terminating the labor contract in accordance with the law. The employer will be
sanctioned and must compensate the employee for violations.
*The following activities are proposed for the company

Training topic Training content Participants Execution Budget (and other Meaning
time items)

Open meetings They take this CEO, 3 months/1 5 million VND/once In order for the CEO
for CEO, course to listen to managers time (Specialist in labor and manager to
managers and labor laws and and staff law) enforce dismissal
staff test their 100.000 VND/once issues under labor
knowledge (Water) law. Just as staff will

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 through 200.000 VND/person understand how
answering (2 people) (Logistics they apply it to
questions or team) handle situations if
asking questions the employer
with experts. violates the law or
the employee
violates the law to
sue or correct the
mistake. Moreover,
this will help
increase the
relationship
between senior
leaders and
subordinates and
easily raise
questions directly
with their superiors.

Emulate the Each department All 4 months/1 5 million VND/once Understand the laws
implementation in the company employees time (Specialist in labor) of labor, strengthen
of labor law will be a team, teamwork, reduce
and understand competing to 1 million VND/once stress for all
it answer relevant (Water, food) employees.
questions about
labor law as well 200.000 VND/person
as present their (5 people) (Logistics
thoughts about team)
the company. The 5 million VND/once
team that (Award)
answers the most
questions is the
winner.

Teambuilding Which team won All 4 5 million VND/once Create leisure time
in last activities, employees months/time (Instructor) outside for
can go to resort employees,
or beach to join 1 million VND/once reinforce teamwork
team games to (Water, food) spirit. Many
raise teamwork. attractive rewards
Of course all of 20 million VND/once will stimulate their
the game will all (Costs at the resort ability and can keep
about the labour for 2 days and 1 talented people stay
law. night) with the company.

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 200.000 VND/person
(5 people) (Logistics
team)
5 million VND/once
(Award)

3. Training delivery:

Time 1 2 3 4 5 6 7 8 9 10 11 12
x x x x
Open meetings for CEO,
managers and staff
x x x
Emulate the implementation of
labor law and understand it
x x x
Teambuilding

Evaluation: From the first training session, experts or instructors can make an assessment for that training session.
From there draw out the shortcomings and strengths of the staff and can improve those weaknesses, as well as
promote the strengths for the following training sessions. Thereby senior leaders can also evaluate their
employees.

4. Training evaluation:
Through the training program, the company can evaluate its employees. Experts will share the most
sincere questions about the employees or management so that the training program can be successful,
and progress quickly in the company. In addition, if the training program has been approved by senior
leaders, employees as well as management, violations will have sanctions.

VI. Critically provide the rationale for your proposal and

potential benefits that staff can achieve after experiencing
one year of training activities:
This training will help employees and management understand the labor law better and will make a
more positive change in the application of the law in the company. Also can solve the labor layoff that
the company is facing. After this training, employees in the company will understand each other better
and create a completely healthy environment to focus on developing the company. Moreover,
successfully eliminating that problem, Prudential will be able to recruit more talents as well as retain
them at the company.

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VII. Recommendations for the company to strengthen
employee relations and employment legislation through the
proposed training program and follow-up actions:
Through training programs on labor law will help Prudential have more links with employees in the
company as well as solve the problems that the company is having. Moreover, I would like to propose
strategies and solutions to help Prudential solve problems such as how Prudential employees work,
which are reflected by customers, the bias issue in the company, discrimination and sexual abuse. I want
to open a training course for female employees to learn how to protect themselves when facing these
problems. For a large company like Prudential, having these problems is a great influence on the
company, I want all members of the company to be aware and able to be equal in giving exchange and
give feedback to the superiors.

VIII. Conclusion:
Prudential's good application of the law in the company will create a friendly, fair and disciplined
working environment. HRM must understand the importance of labor law so that it can be applied in all
cases. Prudential violated the law because the top management is too subjective, it has resulted in the
loss of the confidence of employees, customers as well as the reputation of the big company. This
training program will be a good solution, helping the company to solve those problems.

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