PROGRAM TITLE: Higher Nationals in Business

UNIT TITLE: Unit 03: Human resource management

ASSIGNMENT NUMBER: 1

ASSIGNMENT NAME: Assignment 1

SUBMISSION DATE: 24/1/2022

DATE RECEIVED: 24/1/2022

TUTORIAL LECTURER: Phạm Hương Thủy

WORD COUNT: 3000 words

STUDENT NAME: Nguyễn Mạnh Hưng

STUDENT ID: BKC12428

MOBILE NUMBER: 0383498573

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Summative Feedback:

Internal verification:

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Table of Contents
I. Introduction ..................................................................................................................................... 5

II. Company introduction .................................................................................................................. 5

III. The purpose and the functions of HRM in the company, including workforce planning and
resourcing an organization. ............................................................................................................... 6

1. WORKFORCE PLANNING ..................................................................................................... 6

2. RESOURCING ........................................................................................................................... 7

a. Recruitment: Recruitment includes 5 steps: ........................................................................... 7

b. Selection................................................................................................................................. 11

c. Appointment .......................................................................................................................... 11

IV. The business objectives of the company ................................................................................... 12

V. The upper functions of HRM in the company can provide talent and skills appropriate to
fulfil business objectives. .................................................................................................................. 12

1. Considering the generational expectations and challenges when attracting talent ............ 12

2. Building greater flexibility into your talent and recruitment strategies ............................. 13

3. The role of company culture and employer branding in attracting and retaining talent . 13

4. Career progression and talent development opportunities .................................................. 14

VI. Evaluation on Recruitment Methods and Selection Methods ................................................ 15

1. Recruitment Methods ............................................................................................................... 15

a. Casual Applicant .................................................................................................................. 15

b. Present permanent employees ............................................................................................. 16

c. Employee Referrals: ............................................................................................................. 17

2. Selection Methods ..................................................................................................................... 17

a. Interview ................................................................................................................................ 17

b. Tests ....................................................................................................................................... 18

VII. HRM practices within the company ....................................................................................... 19

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 A. TRAINING AND DEVELOPING EMPLOYEES: .............................................................. 19

1. Name of training program 1: Agile Project Management training and coaching for
Mobile World. (Team, 2017) .................................................................................................... 19

2. The benefits of the training programs for: ......................................................................... 20

B. COMPENSATION AND REMUNERATION MANAGEMENT ....................................... 21

1. Determination of base pay ................................................................................................... 21

2. Pay progression and Pay review.......................................................................................... 21

3. Incentive schemes (Bonus, Commission) ............................................................................ 22

4. Benefits for employees .......................................................................................................... 22

5. Benefits for employers .......................................................................................................... 24

VIII. References:............................................................................................................................... 25

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I. Introduction
People are the lifeblood of any organizationand being able to attract, recruit and retain talented staff
is at the core of all HRM activity. In order to develop the company strongly, the internal human
resources also need to be ensured. Therefore, finding, developing and retaining talent in the company
is extremely important. This report aims to convince the Board of Directors to focus more on
investment and development in HRM. The report consists of 6 main parts. The first part is a general
introduction about Mobile World company. The second part is the purpose and the functions of HRM
in the company, including workforce planning and resourcing an organization. The third part is the
business objectives of the company. The fourth part is the upper functions of HRM in the company
can provide talent and skills appropriate to fulfil business objectives. The fifth part is evaluation on
Recruitment Methods and Selection Methods. And the last part is HRM practices within the company.

II. Company introduction

Company name: Mobile World JSC Group.

Company address: Lot T2-1.2, D1 Street, Hi-Tech Park, Tan Phu Ward, District 9, Ho Chi Minh
City.

Company website: https://www.thegioididong.com/

Company phone number: 028-38125960.

Company’s products and services: Mobile World JSC Group specializes in buying, selling and
repairing mobile phones, digital devices and e-commerce related fields. (thegioididong, 2010)

The size of the company:

Number of employees: more than 30,000 employees.

Total assets: 46,031 billion VND. (vietstock, 2020)

Total revenue: 108,546 billion VND (2020). (vietstock, 2020)

The scope of the company: Currently, Mobile World JSC Group has 3012 Mobile World
supermarkets, 2038 green electronics supermarkets, 2144 green department stores and many other
small stores across the country. (thegioididong, 2021)
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III. The purpose and the functions of HRM in the company, including workforce planning and
resourcing an organization.

1. WORKFORCE PLANNING

After the gap, Mobile World launched the largest recruitment campaign in 2021 with a huge
recruitment number of up to 10,000 employees, including employees, office professionals and
collaborators (CTVs) in many industries and fields. at all chains of the company in order to expand
the scale of domestic chain stores (Vũ, 2021). In order for the recruitment process to go smoothly and
successfully, there must be a thoughtful human resource planning process. As one of the companies
with a large staff, Mobile World always focuses on each stage in the human resource planning process.
The human resource planning process consists of 5 main steps:

Step 1: Forecast as demand for human resources.

In order to forecast human resource needs, Mobile World will conduct environmental analysis and
impact factors.

The external environment includes factors such as the economic situation, population and labor force
in the community, state laws, culture and society, competitors, science and technology, consumers,
and the government/organization. After carefully analyzing the external environment, the company
will set out its mission and business goals in the near future. From this purpose, the enterprise will set
out the strategy and workforce mechanism for the whole enterprise accordingly.

The internal environment includes the company's mission and ambitions, the company's regime and
strategy, the company's cultural climate, and its shareholders. Each type of product and service that
the company will produce, sell and bring to the market will require the quantity, quality, labor level,
occupational structure and skill level, labor capacity of the company workforce is very different.
Therefore, the project of human resources needs to carefully consider the complexity of goods to
determine the type of labor with the appropriate qualification structure and structure.

Step 2: Analyze the current situation of human resources.

Analyze the current state of human resource management in order to identify the strengths,
weaknesses, difficulties and advantages of the company. The analysis of the current situation of
human resources will go through stages such as: analyzing the internal supply level; identify the
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expected development processes; shape future needs in terms of jobs, competencies and workforce
resources; analyze the gap between future needs and resources; actual assessment of the enterprise's
labor force.

Step 3: Make a decision to increase or decrease the workforce.

Based on the analysis of workforce needs in time-consuming projects and available workforce, the
human resources department will propose policies and a number of human resource programs and
projects to help the company adjusts, adapt to new requirements.

Step 4: Make an implementation plan.

The next workforce plan is a simple and easy way to forecast the evolution of a company's workforce.
In it, the human resources department estimates the number of employees who will work in the future
project taking into account the change (promotion, transfer or retirement...). The implementation plan
usually includes the main contents such as: staff recruitment plan, organizational restructuring plan,
employee promotion and transfer project, redundancy reduction project residual.

Step 5: Evaluate the implementation of the plan.

The purpose of inspection and evaluation is to guide activities or direct the workforce, identify
deviations between project and implementation, the causes leading to such deviations, and propose
remedial measures. benevolent. Quantitative assessments are often more objective and help businesses
detect deviations between projects and performance more clearly in the following areas: number and
value of employees; labor productivity; employee turnover rate, especially new hires; recruitment
expenses for some employees; employee satisfaction with work, etc. After planning and determining
the workforce needed in the future, the company needs to find this human resource to make sure it is
available when needed.

2. RESOURCING

a. Recruitment: Recruitment includes 5 steps:

Step 1: Identification of a vacancy:

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For each vacancy in the company, the human resources department will need to create a specific job
description, job requirements for applicants as well as their benefits when being accepted. For
example, when recruiting for the position of Product Content Officer of the mobile world, the human
resources department will have to create a description as follows (thegioididong, 2020):

1, Job Description:

The first is managing interns, collaborators who produce articles, images, and product specifications
in bulk (up to 200 products/week).

The second is the management of trainees and collaborators who produce content explaining
technology, buying advice, and guiding product use.

The third is surveying customers to optimize features, filters, search results, etc help customers buy
products.

The fourth is to coordinate with the SEO team on page 100% of the products on the top of google
search.

The fifth is to coordinate with the team to take pictures and record product clips to ensure that the
product has images and videos with experiential elements.

The sixth is other jobs assigned by the team leader.

2, Job requirements:

Firstly, the person who is able to withstand the pressure of a large, fast-paced, multi-tasking workload.

Secondly, people with working experience, managing interns, content collaborators or any other field.

Thirdly, good writers, concise, clear, easy to understand, correct spelling.

Fourthly, people who love and learn about technology, electronics, household appliances, etc.

Fifthly, people who know how to process images with basic Photoshop or Figma (crop, merge, color
correct, adjust light, etc).

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Sixthly, people who know office computing (editing documents, processing data using excel
functions, making presentations, Google Drive, etc).

Seventhly, people have a mindset about measuring and optimizing work efficiency.

* Plus mark:

Firstly, people with good English reading and comprehension skills.

Secondly, people with knowledge of SEO.

Thirdly, people with online/traditional sales experience.

Fourthly, people who know about code/html.

Fifthly, people who know how to use and understand Google Analytics metrics.

Sixthly, people with systems thinking at work.

3, Benefits:

Firstly, a professional and strong working environment (content + SEO department > 20 people).

Secondly, employees have the opportunity to develop themselves, are motivated to create new values
for the department and the company.

Thirdly, employees are rubbed and shared from a team of experienced colleagues and managers.

Fourthly, employees have clear promotion opportunities.

Sixthly, employees are signed labor contracts, full benefits gradually increase, annual Team building
tour.

Seventhly, employees are rewarded with attractive year-end bonuses (3-9 months according to KPI).

Step 2: Labor market:

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Human resources will need to determine where potential candidates can be found. That involves
understanding the right job market for the positions. In some cases, it may be internal to the company
through the transfer of employees to different positions, or it may be external. The positions that
Mobile World often uses in the form of internal recruitment such as professional accountant,
supermarket manager, etc. The external labor market is also very diverse. For example, some jobs will
appeal to people living locally (security, warehouse worker, etc) while others may involve specialized
skills and experience (manager, technical staff, etc) can be searched all over the world.

Step 3: Advertising:

The choice of style, method, advertising information as well as the choice of advertising placement
requires a perfect plan. The main goal is to attract enough high-caliber candidates but not so many
average or inferior candidates that it disrupts the selection process. Currently, the positions that the
company chooses to place ads include on the website vieclam.thegioididong.com of the mobile world
and on the fanpage "Mobile World". Besides, the recruitment department also actively links with
reputable job websites such as vieclam24h.com, vietnamworks.com, etc. to create an abundant source
of candidates to meet the company's future expansion needs.

Besides creating online resources, the company also has offline. The main method applied by the
company is to hang banners and recruitment banners at supermarkets or use leaflets in crowded areas.

Step 4: Documentation:

The HR department also needs to prepare the necessary documents for the recruitment process such
as standard application forms, CVs or related agreements to save time and optimize the process of
recruitment.

Step 5: Initial screening:

As a company specializing in electronic technology, The Gioi Di Dong has made the most of
technological developments in the recruitment process by accepting online resumes. This helps reduce
the workload for employers, save time and increase work efficiency.

All resumes of candidates will be aggregated on one company page. The recruitment specialist will
base on the area he is in charge of, to filter candidate profiles with criteria such as: application history,
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age, working time, position applied for, etc. After screening the resumes that meet the job's criteria,
the recruitment specialist will proceed to send a message or email to the candidate and schedule an
appointment for the test. The recruitment department will base on the actual situation and job position
requirements to issue test questions for candidates and set out evaluation criteria. This test is used to
assess the candidate's ability to handle situations or through the way of looking at problems, thereby
helping employers evaluate candidates through indicators such as IQ, EQ to select candidates suitable
for the company's development method in the future. Through the test in the first round, the excellent
candidates will be notified by the recruitment specialist and scheduled for the second round of
interviews. In this round, Mobile World uses many different interview modes and location conditions
are not the same. It is possible to participate in a face-to-face interview or interview via skype at the
customer's starting office. But in any form, the content of the question revolves around describing
yourself, subjective comments about yourself, giving reasons why the candidate chose that process
and position, working experience in the industry that the candidate applies for, etc. (congdongdigital,
2020)

b. Selection

There will be a two-way process between the candidate choosing the company and the company
choosing the candidate. After finishing the interview, the recruitment specialist will need to consider
and make a choice about the candidate's suitability according to 3 criteria: the right candidate for the
company, the right candidate for the department and the group is suitable for the job itself. When a
suitable choice is made, the human resources department will send the recruitment results to the
candidates via email. The selected candidates will be provided with full information about the position
they have applied for such as probation period, probationary salary, etc. Besides, candidates after
finishing the interview will also make a choice for themselves whether they will continue to wait for
the recruitment news or will find another more suitable job based on criteria such as culture, business
or the quality of the interview, etc.

c. Appointment

This is the final stage of the recruitment process. When the candidate is selected, he will contact the
human resources department and agree to start working with the benefits mentioned earlier. But it is
also possible that they will decline the offer immediately or at any time before starting work.

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Therefore, the human resources department must always prepare backup recruitment plans for these
cases.

IV. The business objectives of the company

Mobile World targets this year's net revenue of VND 125,000 billion, up 15% and consolidated profit
after tax of VND 4,750 billion, up 21%. Management believes that the market still has many risks
because the epidemic has not completely ended, but the company is still determined to return to
double-digit growth. This is the 10th consecutive year that the company maintains growth at the same
time as revenue and profit targets. (Đông, 2021)

V. The upper functions of HRM in the company can provide talent and skills appropriate to
fulfil business objectives.

1. Considering the generational expectations and challenges when attracting talent

Some of the biggest challenges in hiring employees comes from the failure by organisations to fully
understand the expectations held by different generations of applicants. For each talent pool that is
Gen Z (1995-2012), Millennials (Gen Y) (1980-1994) or Gen X (1965-1979), a company's attraction
and recruitment strategy may be different.

With Gen X people, they are often those with more work experience and tend to stick with the
company for a long time than Gen Y and Z. Because of their rich experience, people of Gen X will be
able to give good advice and help the company more. In Mobile World, Generation X holds the
majority of positions on the company's board and leadership. They are the key members of the
company, playing an important role in the growth of the company. It is also important to retain these
key members. The mobile world will need to offer appropriate compensation and salary policies to
retain them.

Next are Generations Y and Z, who were born and raised in the rapidly developing digital age. Besides
the need to find a job, they also have a need for a balance between work and life. They tend to see the
flexibility of the contract economy combined with the stability of traditional employees as a positive
combination. As the generation most likely to switch jobs and look for new opportunities, millennials
are not likely to stay tied to the same job for long if they are dissatisfied or feel unappreciated in the
workplace. Good work and the kinds of incentives the company offers, along with strategic
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organizational engagement tools and employee development opportunities, will be crucial to retaining
them. In order to retain the talents of this generation, Mobile World has introduced specific promotion
and promotion policies in the future. Typical is the case of Mr. Doan Van Hieu Em. As a Gen Y talent,
he joined Mobile World in 2007 and made a great contribution to the company's growth. He has
successively held many important positions in the company such as Director of Electronics -
Telecommunications, CEO of a subsidiary of MWG and is currently a member of the Board of
Directors of MWG. Thereby, it can be seen that Mobile World has been very successful in providing
policies and incentives to retain its talents.

2. Building greater flexibility into your talent and recruitment strategies

In addition to the appropriate remuneration and salary regime, the flexibility of working time and
working space is also very important. The arrangement of flexible shifts in some positions such as
sales staff, technical staff, etc. will help reduce pressure load as well as improve work quality. During
the current epidemic, it is very common to arrange for office workers to be able to work directly from
home. Applying this approach both inside and outside the epidemic will help the company remove
any geographical barriers that may limit its talent pool. Working space also needs to be comfortable,
fully equipped with technical equipment to best serve the work of each position.

3. The role of company culture and employer branding in attracting and retaining talent

Corporate culture is a very important factor in building the most solid foundation of a business. Those
are the annual activities, the working style of the employees in the enterprise. Building a team of like-
minded employees with distinct cultural values helps attract and retain talent in the most effective
way. A bad recruitment brand, a weak cultural background is very difficult to hire. Through a strong
culture, it is easier for businesses to recruit talented and potential talents for businesses. Once they
love the company culture, love to feel like this culture, they will want to stick with the business for a
long time. Talent in the enterprise plays a very important role in the success or failure of the business.
(HRchannels, 2021)

Besides corporate culture, recruitment brand also plays an important role in attracting talent. Building
a strong employer brand is similar to building a company brand in the marketplace. A good employer
brand helps companies significantly reduce costs for recruitment, training and overall organizational
activities.
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A company with a good recruiting brand can attract 2 times as many candidates as a company with a
bad brand. Not only that, the quality of employees also has a huge difference. Employer branding has
a direct impact on a company's recruitment effectiveness.

Especially, for the top candidates who want to work for a company with a good brand, recruitment
costs drop sharply by up to about 43%. In other words, when a company's employer brand is strong,
top talent will flock there. The company will become a talent magnet and the company's reputation
will increase. (admin, 2018)

Following this principle, Mobile World has built a leading recruitment brand in Vietnam. Mobile
World for many years has been the Top favorite employers according to CareerBuilder's survey and
in the Top 100 best working environments in Vietnam according to Anphabe (2017). On the
momentum of strong development, The Gioi Di Dong is recruiting a large number of employees in
the recruitment and training department to meet the upcoming recruitment needs. (Phá, 2018)

4. Career progression and talent development opportunities

As one of the corporations with the leading compensation and training policies in Vietnam, The Gioi
Di Dong always creates opportunities for employees to develop themselves comprehensively while
working here. It is not uncommon for employees to develop their careers and their income increases
every year in proportion to their own contributions and efforts. At Mobile World, employees are
always encouraged to show off their abilities. In particular, HR staff here will have many opportunities
to learn and challenge themselves, participate in coordination with other departments to train and
develop human resources. Thereby, forging team coordination ability , multidimensional thinking and
problem solving. (Phá, 2018)

Mobile World also regularly organizes Before - During training courses for all employees working at
the company. Not only helps employees improve their working skills, but also life skills, spirit and
life values. The company not only stops at traditional learning methods, but also applies new content
and methods - trendy - suitable for learners' needs. It is worth noting that these training courses are
completely Free and exclusive “for insiders only”.

Besides, the promotion in work is also clearly outlined by the company. Mobile World is committed
to providing management: A level playing field for talent. 100% Employees have the same

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opportunity to promote and develop themselves. Company culture is considered as the red thread and
needle in working life and is a prerequisite for promotion at the company. As long as employees
always keep themselves committed to the company's core values, work hard and serve customers.
Promotion opportunities are decided by employees, not their bosses. (thegioididong, 2020)

VI. Evaluation on Recruitment Methods and Selection Methods

1. Recruitment Methods
a. Casual Applicant

Recruitment through the application form of candidates is a popular recruitment method for all
industries and companies. Candidates can search for job vacancies directly at the company's website
and then apply for jobs by filling out an online resume or submitting an application at a candidate
store.

Strengths: External candidates bring expertise or experience from competitors that the company may
need to improve its business processes, products or business. When recruiting external candidates,
Mobile World can reach a larger number of candidates because the labor market is always available
with thousands of candidates suitable for the position being recruited. Besides, this new source of
candidates creates a diversity of personalities, working styles and new ideas at work.Candidates also
bring expertise or experience from competitors that the company may need to improve its business
processes, products or operations.
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Weaknesses: This form of recruitment increases recruitment costs because advertising dollars,
salaries for external candidates are often larger than wages for internal candidates. Recruitment time
may be longer than internal recruitment. External candidates will take more time to learn the job,
understand the people and corporate culture.

The company may not know some of the candidate's information, so there may be a risk of costly
recruitment because of the possibility of hiring the wrong person.

b. Present permanent employees

There are many different internal recruitment methods that can be applied by the company such as
present permanent employees, present temporary/casual employees, retrenched or retired employees
and dependents of deceased, disabled, retired and present employees. Internal recruitment through
promotion or transfer to a guest job in the company is commonly used in every company, including
Mobile World. All employees in the company can be considered to transfer to another position in the
company if the need meets the job's criteria. Promotions in the company also take place regularly. For
example, the case of Mr. Doan Van Hieu Em. Joining MWG in March 2007, Mr. Hieu Em has held
different positions. Starting from the finance and accounting department, the head of the department,
the director of the phone industry and then the director of the electronics - telecommunications
industry. In September 2018, Mr. Hieu Em was appointed to the position of CEO of MWG's
subsidiary, Mobile World Joint Stock Company. From April 2019 to now, he has been appointed as a
member of the board of directors of MWG (thegioididong, n.d.). For temporary employees, part-time
employees, Mobile World can consider this human resource for understaffed positions at stores.

Strengths: Internal recruitment costs are lower than external recruitment. Recruitment time is also
shortened quite a lot. Internal candidates connect and approach jobs faster because they already
understand the culture and way of working at the company. The company has information and
understanding about internal candidates, so the risk in recruitment is lower. In addition, internal
recruitment also creates opportunities for employees to expand their work and develop their careers
at the company.

Weaknesses: This form of recruitment limits the diversity of the workforce in the organization, create
inertia, stiffness due to the habit of working with the old job.

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In addition, the number of candidates is small, so it is limited in finding the right and qualified
candidates. Line managers may not want to give up their good employees to hinder recruitment.

c. Employee Referrals:

Strengths: Recruiting through referrals will help the company save time as well as recruitment costs.
Regular recruitment causes the HR department to go through many cumbersome steps, from sifting
through hundreds of candidate profiles to choose the right ones, to arranging plans, scheduling
appointments, meeting then interview through many rounds. With the way of selecting the introduced
person, the company only needs to analyze the features and make an assessment to see if the
introduced candidates have enough skills to meet the company's requirements or not. Recruiting
through referrals also helps the company save costs when there is no need to pay for service fees such
as posting costs, pinning, etc. In addition, this form of recruitment also helps the company to
completely shorten the time and effort for training because basically, the introduced employee has
somewhat grasped the company's situation through the introducer.

Weaknesses: Recruitment through referral will make it difficult for the company to find excellent
candidates because the source of this candidate is quite limited. Besides, this form of recruitment also
easily leads to respect in the company. If they receive a request to send a colleague's acquaintance,
the recruiters will exchange the results out of respect. Maybe that candidate is not suitable for the job
but comes from a respectable mentality, so they will hire the candidate to work. This also exposes
candidates to language and creates unwanted pressure for themselves. Because from the very
beginning, people gave the new employee a less than favorable view and the medical record believed
that the new employee was biased, so his achievements were also the result of bias.

2. Selection Methods
a. Interview

Interview is a common form of candidate screening to help select the right candidate for the company.
For each area that candidates apply for, the interview method will be different. It can be a face-to-face
interview, or a Skype interview with the employer at the head office. However, the questions will
revolve around self-introduction, self-reflection, why did you choose the job, work experience in this
field, etc. There are quite a few questions that will be asked during the interview. Therefore, candidates
need to prepare carefully mentally and physically. This helps to avoid confusion when the interview

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time is too long. The question asked will probably ask what the candidate has listed in the online
application. So don't repeat what you've written. Provide detailed answers and specific examples for
each example. (congdongdigital, 2020)

Strengths: The job interview between the candidate and the employer is an extremely necessary job
in the candidate screening. Through the interview, the employer will create understanding, cohesion
and comfort for the candidate. Employers will also assess the suitability of this candidate with the job
in particular and the company in general through the questions posed. Besides, the interview not only
benefits the employer but also the candidate has the opportunity to learn and learn more about the
business information. Because this is an opportunity for candidates to ask the employer about their
own questions and doubts, and at the same time hear opinions on how the business operates. From
there, determine the suitability of yourself for the job as well as the business. Through the interview,
the candidate also has an additional opportunity to explain what is mentioned in the application. At
the same time, express personal views in the work, and discuss with the employer to create
understanding and the level of compatibility between both parties.

Weaknesses: In order to have a favorable interview, not only candidates but also employers need to
prepare well from basic issues such as interview location, interview time as well as questions that will
be asked in the interview. interview. Employers also need to study and carefully review the candidate's
resume as well as the position applied for to be able to ask the right questions.

b. Tests

After screening the resumes that meet all the criteria of the job, the recruitment specialist will proceed
to send a message or gmail to the candidate and make an appointment for the first interview. In this
interview, the department Recruitment will be based on the actual situation and job position
requirements to issue Test questions for candidates and state the evaluation criteria. Test questions
usually have a duration of 10-15 minutes. Coming to this round, candidates will face Test questions
containing quite abstract questions. For example, "the value of a smile", expressing how you feel when
you see a picture that the interviewer poses. Meanwhile, candidates can also receive situational
questions because the employer wants to try to measure the candidate's anger level. Candidates can
set up a method to overcome a specific situation given by the interviewer. This exam is used to
evaluate the ability to handle the situation or evaluate through the perspective. problems of candidates,

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thereby helping employers evaluate candidates on indicators such as IQ, EQ to select candidates that
are suitable for the development direction of the company.

Strengths: This test helps the company assess the candidate's ability to handle situations or reflexes
when asked questions. Thereby, it is possible to assess the EQ and IQ of each candidate.

Weaknesses: Since it's an open-ended question, there will be many different answers. This makes the
assessment of recruitment professionals may not be completely accurate when placed in their
situation. In addition, the Test does not completely assess the ability of each candidate.

VII. HRM practices within the company

A. TRAINING AND DEVELOPING EMPLOYEES:

1. Name of training program 1: Agile Project Management training and coaching for Mobile
World. (Team, 2017)

At 8:30am on November 12, 2017, Apex Global Corporation opened the Agile Project Management
training course for Mobile World's software application development team at the company's office in
Ho Chi Minh.

This is the second in-house training course on Agile project management methods for Mobile World's
application development team. The participating team comes from many different departments of the
mobile world's information technology department such as: ERP department, Web programming
department, management reporting department, quality management department, team develop
websites thegioididong.com, dienmayXANH.com, bachhoaXANH.com, e-commerce system
vuvui.com.

This training and coaching is part of the Agile/Scrum implementation and application plan across the
entire application development team (Agile Adoption) in Mobile World. In order to apply
Agile/Scrum product development methods to create quality software products, deliver fast, and
respond to rapid changes in business requirements. Participating in the training course were Software
Engineers, Business Analysts, Development Team Leaders, Project Managers, Department Heads,
etc. It can be seen that Mobile World brings Agility into the strategic goals of enterprises' information
technology.

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Mobile World Group is considered a pioneering retail enterprise applying information technology in
Vietnam. Information technology system is considered as a core component to support production and
business activities of Mobile World. The information technology system is well invested to meet
production and business activities with a staff of up to 30,000 employees nationwide with 350
employees, managing information technology.

Information technology system is the heart of all activities of Mobile World. The mobile world has
chosen the Agile project management approach and chosen Apex Global as a strategic partner to
deploy Agile training and coaching for the software application development team.

The training course is designed with up to 60% practice time for 3 consecutive days to help students
achieve the above expectations from the director of the information technology department, the
capacity development department of Mobile World.

The class teacher is Mr. De Doan. He is known as one of the experts with many years of experience
in Agile training and coaching at software development enterprises such as Robert Bosch, VP Bank,
VNPT Software, Cadena, VNG, etc.

2. The benefits of the training programs for:

a. The employer:

The fact that Mobile World regularly organizes training programs for employees helps the company
attract and retain talents. According to the survey program of Careerbuilder, The Gioi Di Dong has
won the top 2 position "Most Favorite Retail - Wholesale Employer of 2017". Career Build side said
that the "favorite employer 2017" survey is designed specifically for measuring and comparing the
popularity of businesses in the minds of employees, this survey is not only to honor the companies
whose policies to attract and retain talent were most interested in the past year. (Nhật, 2018)

The organization of training programs also helps Mobile World improve the professional quality of
employees, creating an effective working environment in the company. This also helps the company
win many major awards related to human resources and working environment for many years such as
effective talent attraction, effective work management, effective human resource training and
development, effective working environment and the best business. To achieve the above awards,
Mobile World has met the criteria for human resource management process. The right recruitment

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strategies for each position. How to build a brand with a recruitment website. Welfare policy, salary
and bonus are always high. In addition, Mobile World always focuses on training employees from
expertise to company culture, especially always opening soft skills classes to help employees develop
their careers in the future. (Trần, 2018)

b. The employees:

Well-trained employees, understanding the nature of work will help improve productivity as well as
quality at work. Thereby creating opportunities for that employee to be promoted to higher positions.

Employees participating in training programs will improve their capacity, knowledge and apply
current advanced methods and technologies.

Training and developing employees helps them maintain the necessary skills and increase their
confidence in their work.

B. COMPENSATION AND REMUNERATION MANAGEMENT

1. Determination of base pay

The company's base salary complies with the regional minimum wages set by the government every
year. According to regulations, from January 1, 2021, the regional minimum wage will remain the
same, continuing to comply with Decree 90/2019/ND-CP issued on November 15, 2019. Regional
minimum wages will be in place until new regulations are made. Employees working at the company's
headquarters as well as stores in Region I will have a minimum salary of VND 4,420,000/month.
Employees working at stores in regions II and III will have a minimum salary of 3,920,000
VND/month and 3,430,000 VND/month, respectively. In addition to the minimum salary, Mobile
World also offers different salary and bonus policies based on capacity and level at each position. This
helps the company strengthen its competitiveness with other companies in the same industry in
recruiting talent for the company. (ebh.vn, 2021)

2. Pay progression and Pay review

Mobile World will base on the basic salary, position of each employee as well as the company's sales
in the month to give a pay progression and pay review for each employee. The average salary of
employees working at Mobile World reaches from 6 to 10 million/month, even increasing more in
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peak months. This level of income depends on the quality and efficiency of each employee's customer
service. At each specific position, there will be a minimum and maximum salary to assess the capacity
of each employee in the same position as well as increase competitiveness. For example, the salary of
a salesperson if only fulfilling the responsibility will have a salary of 7 million VND/month, the sales
staff who complete the job well and solve the problems well have a much higher salary of 12 million
VND/month. The company will periodically pay employees through wire transfers or employees can
multiply directly through the finance department or through the manager of each store on pay days..

3. Incentive schemes (Bonus, Commission)

Besides the basic salary, employees working at Mobile World also have service bonuses, sales
bonuses, etc. In particular, the Group's Tet bonus scheme is very generous. In 2018, the Tet bonus of
an employee is up to 3 months of income - a fairly high bonus compared to the general level of the
current labor market.

4. Benefits for employees

In order to attract as well as retain talents in the company, Mobile World has introduced employee
compensation policies to help employees feel comfortable and secure in working. Some outstanding
remuneration policies are as follows:

a. Attractive year-end bonus: Super big- Super giant!

Every year-end summary, Mobile World always creates information fever in the market because of
the unique bonus packages! According to the data of the last 3 years, The Gioi Di Dong offers a year-
end bonus up to 3 months of income (For Supermarket employees) and 3-9 months of income (For
KPI employees).

b. Opportunity to become a Supermarket Manager after at least 6 months

Mobile World is committed to providing managers with a level playing field for talent. All employees
have the same opportunity to advance and develop themselves. Company culture is considered as the
red thread and needle in working life and is a prerequisite for promotion at the company. As long as
employees always keep themselves committed to the company's core values, work hard and serve
customers, promotion opportunities will come to them.

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c. Buy internally at a special price

When working at Mobile World, employees will receive special incentives when purchasing internal
company goods. These incentives are not only for employees but also for their loved ones.

d. Special Health Insurance Package

In order to help employees work with peace of mind and relieve cost worries whenever there is a
health risk, Mobile World has special health insurance packages for employees and their loved ones
at super preferential prices.
In addition, with some specific jobs, Mobile World also has accident insurance packages for
employees.

e. Not only training, but also development

Mobile World has training courses for all employees working at the company. Training courses not
only help employees improve their professional skills, but also life skills, spirituality and life values.
The company not only stops at traditional learning methods, but also applies new content and methods
- trendy - suitable for learners' needs. It is worth noting that these training courses are completely free.

f. The welfare regimes of employees are always guaranteed.

Mobile World employees are always fully entitled to the employee's welfare regime as prescribed by
law. Benefits include: signing a labor contract, participating in health insurance, social insurance, sick
leave, joining a union, etc. In particular, employees also have a maternity regime that is very attentive
and receives special care in terms of time off, vacation regime and reserved work. Besides, the
company also organizes for employees to have vacation days in the month, during the year,
Teambuilding travel 1-2 times a year, etc.

g. Workspace “Super convenient and modern”

In addition to modern and spacious supermarket chains, Mobile World also owns a building with a
modern and fully equipped working campus. The open space has no partition, many trees help
employees to work comfortably and be creative. MWG headquarters also has many accompanying

23
facilities to take care and improve the spiritual life of employees such as cafe, gym, game room,
canteen, etc.

h. Shuttle bus: No more worries Going to work is like going to Phuket!

To serve the daily travel and transportation needs of employees, the company has bus routes for
employees of MWG office block from Ho Chi Minh City to the headquarters. Now, employees can
go to work with peace of mind without worrying about the workplace being far from home, or
encountering the situation of "going to work like going on a trip".

5. Benefits for employers

The fact that Mobile World regularly organizes training programs helps employees in the company
maintain the pace of work as well as keep up with the pace of development in the industry. This helps
the company to quickly grasp industry trends as well as maintain its position as the leading retailer in
Vietnam.

The company offers a suitable salary and remuneration regime to protect the interests of employees,
to help attract and retain talents. Besides, it also helps employees working in the company feel secure
to work and stick with the company for a long time. They will be motivated to work and work
effectively to improve productivity and quality at work.

Thanks to the above policies, the company's profit will be positively improved and many
achievements will be achieved. In 2020, Mobile World continues to lead the retail industry and receive
the award of Top 50 best listed companies in 2020 voted by Forbes. Specifically, thanks to the efforts
and efforts, Mobile World has achieved a huge revenue of 102,174 billion VND, ranked first in the
retail sector and ranked 3rd in the ranking of revenue among listed companies, along with that is 3,834
billion VND profit after tax. (thegioididong, 2020)

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