TRƯỜNG ĐẠI HỌC THƯƠNG MẠI

HỌC KỲ II NĂM HỌC 2020 – 2021

(Phần dành cho sinh viên/ học viên)

Bài thi học phần: Quản trị nhân lực Số báo danh: 10
Mã số đề thi: 11 Lớp:CN16-DAA
Ngày thi: 01/06/2021 Số trang: 05 Họ và tên: NGUYỄN NGÂN HOA

Điểm kết luận:

GV chấm thi 1:
…….………………………......

GV chấm thi 2:
…….………………………......

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Câu 1:

Types of training content

 Technical or Technology Training: Depending on the type of job, technical training

will be required. Technical training is a type of training meant to teach the new employee
the technological aspects of the job. In a retail environment, technical training might
include teaching someone how to use the computer system to ring up customers
relationship management system to find new prospects.
 Quality Training: In a production-focused business, quality training is extremely
important. Quality training refers to familiarizing employees with the means of
preventing, detecting and eliminating non-quality items, usually in an organization that
produces a product. In a world where quality can set your business apart from
competitors, this type of training provides employees with the knowledge to recognize
products that are not up to quality standards and teaches them what to do in this scenario.
Numerous organizations, such as the International Organization of Standardization
(ISO), measure quality based on a number of metrics. This organization provides the
stamps of quality approval for companies producing tangible products. ISO has
developed quality standards for almost every field imaginable, not only considering
product quality but also certifying companies in environmental management quality.
Training employees on quality standard, including ISO standard, can give them a
competitive advantages. It can result in cost savings in production as well as provide an
edge in marketing of the quality-controlled products.
 Skills Training: the third type of training, includes proficiencies needed to actually
perform the job. For example, an administrative assistant might be trained in how to
answer the phone, while a salesperson at Best Buy might be trained in assessment of
customer needs an how to offer the customer information to make a buying decision.
Think of skills training as the thing you actually need to know to perform your job. A
cashier needs to know not only the technology to ring someone up but what to do if
something is priced wrong.

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  Soft Skills Training: the forth type of training refer to personality traits, social graces,
communication and personal habits that are used to characterize relationships with other
people. Soft skills might include how to answer the phone or how to be friendly and
welcoming to customers. It could include sexual harassment training and ethics training.
In some jobs, necessary soft skills might include how to motivate others, maintain small
talk and establish rapport. Many problems in organization are due to a lack of soft skills
or interpersonal skills not by problems with the business itself. As a result, HR and
managers should work together to strengthen these employee skills.
 Professional Training and Legal Training: in some jobs, professional training must be
done on an ongoing basis. Professional training is a type of training required to be up to
date in one’s own professional field. For example, tax laws change often, as a result, an
accountant for HR block must receive yearly professional training on new tax codes.
 Team Training: a process that empowers teams to improve decision making, problem
solving and team-development skills to achieve business results. Often this type of
training can occur after an organization has been restructured and new people are
working together or perhaps after a merger or acquisition.
 Managerial Training: after someone has spent time with an organization, they might be
identified as a candidate for promotion. When this occurs, managerial training would
occur. Topics might include those form our soft skills section, such as how to motivate
and delegate, while others may be technical in nature. For example, if management uses
a particular computer system for scheduling, the manager candidate might be technically
trained
 Safety Training: a type of training that occurs to ensure employees are protected from
injuries caused by work-related accidents. Safety training is especially important for
organizations that use chemicals or other types of hazardous materials in their
production. Safety training can also include evacuation plans, fire drills and workplace
violence procedures

Example of organizational culture training content:

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Adobe’s organizational culture challenges their employees with difficult projects. They will
provide the support that employees can complete. They limit the methods of managing
employees, avoiding affecting the psychology of employees. Adobe products are creative. If
they manage their creative employees in the usual way, it limits their innovation and creativity.
The people who manage the employees are the facilitators. High-achieving employees will be
rewarded with money, valuables, and sometimes even shares of the business

Câu 2:

Determine the job specification:

 Candidates must have graduated from a college or university and have at least 3 years
sales experience in similar positions in a FMCG company.
 They must have sales and marketing knowledge and must be proficient in using
Microsoft Office such as: Word, Power Point, Excel… at a basic level
 They must meet important skills such as: Good interpersonal, Leadership, Conflict
Management skills, Analytical ability, Time management, Planning and problem solving
skills

Design the Recruitment and Selection process for this position

 Step 1: Set a recruitment plan

If CocaCola Vietnam-our company want to have a good recruitment, it is necessary to
make a specific and detailed recruitment plan related to looking for 2 qualified
candidates for Sales Supervisor in Tra Vinh Province. To find excellent candidates that
suitable for this position, we need to carefully prepare this first step. This is preparation
is the first stage of the recruitment process, so we need to prepare carefully from the
smallest things such as: How long does the recruitment plan take?, What are the
requirements set for the candidates?, What content is needed in the recruitment notice?,
The job duties that the candidates will have to do?
So the job description for Sales Supervisor will include: account development, people
development and routine management, order generation, merchandising and asset
management, third party and financial management. In addition, the requirements that

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 candidates need to meet will be college or university graduate, having at least 3 years
sales experience, having sales and marketing knowledge, use Microsoft Office at a basic
level, having some important soft skills
 Step 2: Implement recruitment plan
To implement the recruitment plan, we must first schedule the company’s recruitment
program. After deciding on a specific recruitment date, we need to budget for
recruitment such as advertising cost on social networking platforms or recruitment
platforms, branding cost… Then, we will use additional tools to help the company find
and approach candidates with the right qualities such as social media. We can post the
company’s recruitment notice on famous social networking sites like Facebook,
Instagram or on reputable online recruitment platforms like Vietnam Works, TopCV
 Step 3: Receive and Screening Applicants
Not all applications and résumés are suitable for the job requirements, not to mentions
there will be many candidates who keep their eyes closed even though the job position is
not suitable for them. It is for this reason that we must select resumes. The selection of
resumes is like pre-qualification interview, we will select the most suitable resumes for
the job position and then schedule an interview. This will help our company save a lot of
precious time in the recruitment process.
Screening applicants is a vital step in the recruitment and selection process. We can
conduct telephone screenings and include a variety of pre-screening interview questions.
During screening, ask behavioral interview questions that allow us to learn more about
the candidate’s personality and how they would function in this position. We will ask
candidates about themselves, including their work history and career goals. Verify that
they understand the job description and are qualified. Remember to take note so we can
compare candidates after we have talked with all of them. Because we are looking for
and hiring 2 qualified candidates for this position, we can select the candidates that we
think they have a long-term growth potential in this field.
 Step 5: Interviewing
After we have determined which applications meet the minimum criteria, we must select
those people to be interviewed. The face to face interview help us really get to know the

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 candidates. We can study their body language and ask more behavioral interview
questions. The interview process helps us get a feel for the candidates’ work ethic. We
can ask them situational interview questions like you give them a detailed situation and
ask them that they disagree with their sales supervisor on her handling of a situation so
what they would do.
 Step 6: Probation
We will give selected candidates practical exposure to the job, this will be an opportunity
for them to show their abilities and qualifications to meet the job needs or not. Form
there, we will make the final decision
 Step 7: Recruitment decision and Making the offer
After the probationary period, we will make the final decision to choose the 2 most
suitable candidates for this position, and remove the candidates who do not meet the
requirements in the job to replace them with other candidates of other recruitment. After
deciding to hire, the last thing in the recruitment process is to sign the contract, explain
and answer the candidate’s questions about the company’s policies for the candidate to
understand. Compensation and benefits will be defined in an offer

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