Diploma in Human Capital Management

National Management Academy

National Management Academy

Topic: Human Resource Management

Diploma in Human Capital Management and Development

Batch ( 7 )

Prepared by;
Submitted to;
Htet Htet Aung
Daw Chit Thet Khaing

Date of Submitted

23 / Dec / 2020
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Diploma in Human Capital Management
National Management Academy

Table of Contents
Executive Summary...................................................................................................................4

1.0. Introduction.....................................................................................................................5

1.1. Company Profile..........................................................................................................5

1.2. Vision, Mission, Value................................................................................................5

1.2.1 Vision:..................................................................................................................5

1.2.2 Mission:................................................................................................................5

1.2.3 Value :..................................................................................................................5

2.0. Human Capital Management...........................................................................................6

2.1. Manpower Planning.....................................................................................................6

2.2. Manpower Setup..........................................................................................................6

2.3. Organization Structure of the Business Development Department.............................6

2.4. Recruitment Plan.........................................................................................................7

2.4.1. Introduction of Recruitment Plan.........................................................................7

2.4.2. Purpose of the Recruitment Plan..........................................................................7

2.4.3. Scope of the Recruitment Plan.............................................................................7

2.4.4. Procedure of Recruitment Plan............................................................................7

2.4.5. Time Screen Schedule..........................................................................................9

2.4.6. Requirement Budget...........................................................................................10

2.5. Training Plan.............................................................................................................11

2.5.1. Introduction of Training Plan.............................................................................11

2.5.2. Purpose of using Training..................................................................................11

2.5.3. Scope of Training...............................................................................................11

2.5.4. Training Detail Schedule I.................................................................................12

2.5.5. Training Detail Schedule II................................................................................12

2.5.6. Training Evaluation............................................................................................13

2.6. E-commerce Flow Policy..........................................................................................14

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Diploma in Human Capital Management
National Management Academy
2.6.1. Introduction of E-commerce Flow Policy..........................................................14

2.6.2. Purpose of E-commerce Flow Policy.................................................................14

2.6.3. Scope of E-commerce Flow Policy....................................................................14

2.6.4. Procedure of E-commerce Flow Policy.............................................................14

2.6.5. Condition of E-commerce Flow Policy..............................................................16

2.6.6. Rule and Regulation of E-commerce Flow Policy.............................................16

2.7. Performance Management System............................................................................18

2.7.1. Purpose of Performance Management System...................................................18

2.7.2. Schedule a performance appraisal......................................................................18

2.7.3. Performance Assessment Process......................................................................18

2.7.4. Key Performance Indicator Measurement..........................................................18

2.7.5. Implementation of capacity Assessment Form..................................................19

2.7.6. Performance Management System Conclusion..................................................19

3.0. Consultation and Recommendation..............................................................................20

3.1. Conclusion.................................................................................................................20

3.2. Recommendation.......................................................................................................20

Appendix..................................................................................................................................21

Figure 1Manpower Requisition Form......................................................................................21

Figure 2Seeking/Sourcing and Interview Shortlist Form.........................................................22
Figure 3Job Application Form.................................................................................................24
Figure 4Interview Assessment Form.......................................................................................25
Figure 5Job Offer Letter...........................................................................................................26
Figure 6Job Probation Assessment Form.................................................................................28
Figure 7Performance Appraisal...............................................................................................29
Figure 8Key Performance Indicator for Business Development Manager..............................30

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Diploma in Human Capital Management
National Management Academy

Executive Summary
725 Company is investigating the arcade to isolate potential opportunities for future auctions
in this rapidly moving environment. 725 Company’s established mission is to create itself as
an international luxury provider of top of the line journey travel. This goal does not revenue
725 Company from the assembly in additional segments. However, provide a corporate effort
and a segregated proposing.

725 Company has well-known relationships with suppliers of travel products and services.
Market investigation has enabled us to identify and create working relationships with service
providers around the world.

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Diploma in Human Capital Management
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1.0. Introduction
725 Company will start operations this year and provide journey and travel packages to
around the world. A chance for accomplishment occurs because the national travel industry is
rising and adventure travel.

The 725 company is now trying to expand its business and set up a Business
Development Department to launch its own product using the web platform.

1.1. Company Profile

725 Company, a complete range of services to its clients who are touring the world
and not only. we concluded that the business of travel is many more than
transactions. It's about building strong and long-term relationships based on trust,
understanding of customer's and business partner's needs, and the potential to support
partners by keeping promises made.

1.2. Vision, Mission, Value

1.2.1 Vision:
Vision is to build a world-class travel agency business in
Myanmar, and earn our place amongst the first five.

1.2.2 Mission:
To ensure satisfaction and safety to our valued partner and
to our client. And to develop reliable and long-term
treasurable relationships with our clients/partners and
suppliers.

1.2.3 Value :
725 Company value is Customer Care, Integrity, Reliability, Team Work, and
Respect.

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2.0. Human Capital Management

2.1. Manpower Planning
Total
Department Manager Specialist Marketer
Manpower
E-Commerce
1 1 1 3
Department

2.2. Manpower Setup

No Designation Set Up Present Vacant Extra
1. E-Commerce Manager 1 0 1 0
2. E-Commerce Specialist 1 0 1 0
3. E-Commerce Marketer 1 0 1 0
Total 3 0 3 0

2.3. Organization Structure of the Business Development

Department

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2.4. Recruitment Plan

2.4.1. Introduction of Recruitment Plan
As 725 Company Limited will expand its operations., it is revamping its
recruitment plan to smooth the recruitment of employees.

2.4.2. Purpose of the Recruitment Plan

The purpose of the project is to ensure that the right people are recruited in the
right place and that the right people are engaged in the right system to
accelerate the organization.

2.4.3. Scope of the Recruitment Plan

Duties and responsibilities for the employees to be appointed in relation to the
needs of the employee; Job analysis should be done to identify the relevant
skills. It would be informal and more effective to present this job analysis with
the Manpower Requisition Form.

2.4.4. Procedure of Recruitment Plan

 Job Analysis

Job analysis segregates one job form the other, in an organization,

and is based on opinion and learning. It is also mentioned as a job
review or job classification. Job analysis offers the basic
foundation for many of the HR accomplishments.

 Job Specification of BD Manager

BD Manager should be having Bachelor's Degree and MBA
Degree, Diploma in Marketing, Diploma in Leadership Skill,
Strategic Plan, and strongly have Financial knowledge. Must be 3
years’ experience in a related field.
 Job Description of BD Manager is can Develop and implement
growth opportunities in existing and new markets. Development
strategies to meet market business development goals. Managing
and retaining relationships with existing clients and Researching
business opportunities and viable income streams, following
industry trends locally and internationally, and Increasing client
base.

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Diploma in Human Capital Management
National Management Academy
 Job Specification of Assistant Manager
Assistant BD Manager also has a Bachelor's Degree and Diploma
in Management. Strongly communication skills and knowledge of
financial.
 Job Description of Assistant BD Manager is can monitor, market
and competitor activity; assistant to BD Manager and can work as
teamwork. Prepare the reports to BD Manager and BOD after
checking the daily progress. Analyze the report from customer and
audient data.
 Job Specification of Supervisor has Bachelor Degrees and
Diploma/Certificate in Business Management and 1years’
experience in a related field. Can workable under pressure.
 Job Description of Supervisor can monitor the under employee and
easy to Familiar with company policy and can solve the problem.
Build and promote strong, long-lasting customer relationships and
contribute to a high level of customer satisfaction. To train and can
get a high operational goal and to smooth the working
environment.
 Job Specification of Staff has Bachelor Degrees and Certification
of Marketing, Administration at least. Must be active and have an
obey.
 Job Description of Staff can work actively and in teamwork. Good
Communication Skills and having learned. Can work with
customer requirements and solve the problem. Preparing office
equipment and material. Solving the customer complaints and
report to any problem with senior.
 Sourcing and Seeking
Posting advertisements inappropriate places for new employees and
must be able to announce accurately and effectively to broadcast
information.
 Screening and Shortlisting
Shortlisting applications must first be screened for submissions. Out of
these, the relevant qualified employee will be selected and interviewed.
 Interviewing
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Diploma in Human Capital Management
National Management Academy
Applicants who have successfully passed the above screening process
will be given a Telephone Interview and will be re-selected. And,
applicants who have passed the level by phone will be required to
make the necessary checks, record the Interview Assessment Form,
and consult with the relevant department employee and inform the
qualified candidates.
 Onboarding
Candidates must do the following on the day of entry:
Introduction, Training on safety and security, signing an employer-
employee agreement, Request required documents and complete
personal information, Have the staff handbook read, Clarification of
rules, regulations and policy guidelines, Employees who do not yet
have a Social Security card should apply for a card and complete Form
2
Probation Evaluation Form should be sent to the relevant department
head one week before the end of the two-month period to verify the
success of the probationary period.
Employees who fail during the probationary period must be notified
one month in advance and a letter of resignation must be sent, and a
letter of notification shall be issued along with the announcement of
the appointment of new employees as a permanent employee on the
third full month.

2.4.5. Time Screen Schedule

No Designation Vacant Joining Date Permanent Date
1 BD Manager 1 1-Jan-2021 1-Apr-2020

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2.4.6. Requirement Budget
Total
Total
Minimum Maximum Maximum
No Designation Men Power Minimum
Budget US$ Budget US$ Budget
Budget US$
US$
E-Commerce
1 1 1200 1500 1200 1500
Manager
2 Specialist 1 800 1000 800 1000
3 Marketer 1 600 800 600 800
Total Estimate Budget 2600 2300

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2.5. Training Plan

2.5.1. Introduction of Training Plan
1. This training is primarily intended for employees of the business
development department.
2. All employees of the business development department must be proficient
in marketing and Membership Application from the new business e-
commerce website.
3. To provide professional service in response to customer inquiries.
4. Qualifications of 725's employees to ensure employment opportunities.

2.5.2. Purpose of using Training

The Long Term Customer Relationship, which wants to buy customers more
than once, not just once, but also has long-term potential for potential
customers. The purpose is to increase the sales revenue, customer awareness,
branding of the service provider, and to make the sale more effective.
2.5.3. Scope of Training
All relevant staff members will be required to attend the coaching course
on a first-come, first-served basis.

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Diploma in Human Capital Management
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2.5.4. Training Detail Schedule I
Training Title Application & Website Using Training
Trainer Mr.Wai Yan from Efficient Soft Software Company
Trainee Employees of Business Development Department
Teaching Method Offline Method
Duration 2Days
Place Company Meeting Room
Date / Time 7-Jan.202 to 8-Jan-2020 / 1:00pm to 2:00pm
Training Budget $30
At the end of the training, the practical application will be assessed by Evaluation
From.
2.5.5. Training Detail Schedule II
Training Title General Cross-Functional Skill Training
Trainer Mrs. Htet Htet Aung
Trainee Employees of Business Development Department
Teaching Method Offline Method
Duration 7Days
Place Company Meeting Room
Date / Time 7-Mar.202 to 13-Mar-2020 / 1:00pm to 2:00pm
Training Goal Communication Skill
Cultural understanding
Consultative approach to work
Ability to see big
Ability to give constructive feedback
Learning strategies, Learning to learn
At the end of the training, the practical application will be assessed by Evaluation
From.

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2.5.6. Training Evaluation
At the end of the training, the practical application will be assessed by
Evaluation From.

***M2 Training Evaluation Form ***

Staff Name :……………………………………. Date : …………………………..

1) Very Poor 2) Poor 3) Fair 4) Good 5) Very Good

Criteria Mark Reason

Ability to memorize information and content of the training and to
apply it in the workplace
Expertise in solving problems that arise
Ability to download applications and provide customer service with
professional use of the website

Name of Appraiser .................................................. Sign .......................................Date….....................

Comment ..................................................................................................................................................

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Diploma in Human Capital Management
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2.6. E-commerce Flow Policy

2.6.1. Introduction of E-commerce Flow Policy
In this stage of business development, not only social media but also
websites will be used to sell online using technology to develop the
business.

2.6.2. Purpose of E-commerce Flow Policy

The purpose of writing an e-commerce flow policy is to ensure that the
entire flow is pre-calculated and runs smoothly as it is a new product
for the business. Each step is carefully planned, and every step is
taken. At least error The main focus is on overcoming and minimizing
risks and successes, as well as avoiding confusion in business
responsibilities.

2.6.3. Scope of E-commerce Flow Policy

These policies and regulations are to be followed by employees
assigned to the 725 e-commerce Website section.

2.6.4. Procedure of E-commerce Flow Policy

Step I. Stock Control Potion

1. The employee in charge of stock refilling must always take care of

inventory stock control to prevent stock items from being sold and
make timely reports to the operations manager through the relevant
stock controller.

Step II. Receive Order and Customer Service

1. As soon as receive the order receipt message, read the order

carefully to make sure that the relevant address is complete and make
sure that the product is for sale.

2. Check the bank transfer or cash on delivery at once and call the
customer to confirm the order information by phone.

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3. Then, if the customer wants to make a change regarding the order,
the 725 company should use the website back end to create the order
amendment.

4. When calling a customer to define the order, be polite and

professional, and be sure to answer any inquiries and may have about
the service and website that may be available for your product.

5. According to the website order, the voucher is should be correct.

Now open the invoice with special upkeep to avoid mistakes.

6. In the event of a bank transfer, make sure the amount of the transfer
is verified and the customer will be notified if there is any mistake.
Continue to correct the amount and if the amount is correct, need to
inform the VIP customer to give the membership point.

Step III. Preparing, Packing and Delivery

1. Then, make sure the package is delivered according to the relevant

order without any mistake and send it to the Delivery Team.

2. If the deadline is not met, contact the delivery service co., Inquire
about the situation and report it to the customer in advance to ensure
customer satisfaction.

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Diploma in Human Capital Management
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2.6.5. Condition of E-commerce Flow Policy

The e-commerce website policy will change policies depending on the
circumstances at the time of the actual start of the process, with a view
to streamlining the process.

2.6.6. Rule and Regulation of E-commerce Flow Policy

 Due to the use of the World wide web online base, which is a 24-hour
purchase service, stock staff must take special care to ensure that the
website is not stocked, except that there is no stock in the inventory.
 The employee in charge of receiving the order and calling the customer
must be able to successfully complete the order. We need to ensure
that our needs are met and that customer needs are met as the best
service possible.
 The employee who opens the voucher must also certainly open the
voucher to make sure it is correct and secure.
 According to the needs of the business, the employee who chooses the
rope should choose the item and design in the order voucher without

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any mistake and pack the parcel in a short time to make it neat and tidy
without forgetting the need.
 Do not deviate from the above instructions and procedures.
 Deviations from the action must be made on the instructions of the
relevant management board.
 Violation of this directive will result in disciplinary action in
accordance with the Company's rules and regulations.
 These policies and guidelines are effective January 1, 2020, until a
new, irreplaceable policy is developed.
 It can be deleted or updated when needed, depending on the time
period.

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Diploma in Human Capital Management
National Management Academy

2.7. Performance Management System

2.7.1. Purpose of Performance Management System
It aims to improve the performance of employees in the workplace and to
continuously improve the performance of employees.

2.7.2. Schedule a performance appraisal

1) The performance appraisal period for employees of 725 Companies will
be assessed at least twice in a calendar year. The performance appraisal
period is usually held once a year in June and once in December. If there
are employees who need to do it more than twice, it can be done by BOD
instruction.
2) The performance appraisal period must cover all employees with a
minimum of six months of service from the date of commencement of
employment. All subordinates must undertake the next evaluation and
participate in the evaluation.

2.7.3. Performance Assessment Process

1) Performance appraisal forms for performance appraisal must be
notified 7 days prior to the start of the appraisal by the relevant
Personnel Department. The assessment must be made within 14 days
of receiving the assessment and the assessment must be returned to the
Personnel Department.
2) If performance appraisals have key performance indicators, basic
assessments must be based on them.

2.7.4. Key Performance Indicator Measurement

1) Top-Down Systems will be used for performance appraisal. If there is
an initial assessor, an initial assessment must be conducted and the
reason for such assessment must be stated.
2) At the end of this assessment, the relevant personnel department will
determine whether the staffing rules and regulations are being
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Diploma in Human Capital Management
National Management Academy
complied with Excluded Without Approval. You will need to check
and record on the day off.

2.7.5. Implementation of capacity Assessment Form

No Level Criteria
1 Grade (A) Promotion if there is a vacancy
2 Grade (B) Increase within the payroll according to the pay
structure
3 Grade (C) Discussing to improve work capacity
4 Grade (D) Encourage the employee to meet individually and
continue to study for the required skills.

2.7.6. Performance Management System Conclusion

Capacity assessment should not only focus on staff promotions and
salaries, but also on the ongoing monitoring of staff capacity building
and the development of competent staff.

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Diploma in Human Capital Management
National Management Academy

3.0. Consultation and Recommendation

3.1. Conclusion
Important and important human resource plans for business success and rapid growth;
Important plans for the future; It also details what needs to be done to improve the
current situation.

3.2. Recommendation
More transparency for the betterment of the organization; Improving job
opportunities; In order for the organization to be happier and more willing to work in
the workplace and to have an organization with skilled staff, it is necessary for the
people in charge of Human Resources and the organization owners to actively
participate.

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Diploma in Human Capital Management
National Management Academy

Appendix

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Diploma in Human Capital Management
National Management Academy

Figure 1Manpower Requisition Form

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Diploma in Human Capital Management
National Management Academy

Figure 2Seeking/Sourcing and Interview Shortlist Form

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National Management Academy

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Diploma in Human Capital Management
National Management Academy

Figure 3Job Application Form

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National Management Academy

Figure 4Interview Assessment Form

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National Management Academy

Figure 5Job Offer Letter

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National Management Academy

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Diploma in Human Capital Management
National Management Academy

Figure 6Job Probation Assessment Form

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Diploma in Human Capital Management
National Management Academy

Figure 7Performance Appraisal

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Diploma in Human Capital Management
National Management Academy

Figure 8Key Performance Indicator for Business Development Manager

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